A new report has been release giving further insight into what Gen Z want from the workplace. The report from Sanctus Coaching has revealed this generation’s top career priorities as they are set to make up 30 per cent of the working population by 2030. While they’re keen to progress, listing career development as a top priority, the report has highlighted interesting findings around their workplace habits and some of the key drivers to not only attracting, but retaining this generation in the workforce.
Gen Z is a generation with clear views on what matters most to them when it comes to work. The report showed that there are two clear leading priorities. While a quarter say ‘pay’ is their top priority, 22 per cent say ‘doing something that makes a difference in the world’ is hugely important.
The ‘need to learn’ is also of high importance across the board for Gen Z, with 55 per cent listing continuous learning as one of their top three workplace values. The younger generation have an urge to acquire new knowledge and expand their skills, with development being one of the key themes found throughout.
Preferred industries are shifting significantly, with tech companies like Apple topping the list, followed by social media. On the other hand, publishing houses, energy and utility companies, and fast fashion brands are among the least popular, reflecting a growing emphasis on ethical awareness.
The leading ways in which industries can make themselves appear more attractive to the younger generation is by investing in diversity, equity, inclusion and accessibility (DEIA), providing a clear work-life balance, implementing strategies to support development and offering competitive pay.
Retaining Gen Z talent should be a priority focus for businesses, as 42 per cent of those surveyed said they see themselves working elsewhere in the next three years. This is a notable shift from the outlook held by previous generations. However, this change isn’t without reason, with 39 per cent of respondents saying they would leave their role if somewhere else offered them more money, whilst the second largest reason for Gen Z leaving is due to lack of development opportunities. The motivations for which Gen Z are willing to move roles, further highlights the common theme of growth being unnegotiable. Additionally, it was found that Gen Z ranked ‘relationships with their colleagues’ the lowest priority in what they are looking for in a role, backing the desire for work-life boundaries.
Considering the dominant proportion of Gen Z who ranked the opportunity to grow and develop so highly, mentoring is a powerful way to provide such guidance. What’s more, Gen Zs are actively asking for this form of leadership, with 65 per cent of respondents expressing a desire for mentoring to support their professional journey.
Two thirds of Gen Z respondents said that they find ‘mentoring from someone who has been in the same shoes as them’ to be of the greatest value when it comes to training. ‘Confidential coaching with an external qualified coach’ was also deemed important, along with ‘in-person workshops’, both being mentioned by 40 per cent of those surveyed. These findings strongly indicate the desire for person-to-person support.
What’s more, unlike traditional training methods that fail to keep up with diverse and individual needs, mentoring blends career advice, emotional support and real-world insights to offer a unique and adaptable solution for all; allowing it to be used across workforces and generations that usually have differing approaches.
Stephen Read, CEO at both Sanctus Coaching & PushFar Mentoring commented, “The proportion of workers made up of Generation Z is only going to increase, meaning attracting and retaining this generation is crucial for building a strong and successful workforce.
“Mentoring & Coaching are a valuable way in which businesses can continue to learn what is important to the workforce and implement key focuses effectively. With findings strongly indicating growth as a priority to Gen Z, mentoring & coaching are sought-after methods, which ensures workers feel supported in their role and career development.”
To download the full report, please follow the link here.
