Departing PWC boss, Kevin Ellis CBE, recently made headlines by claiming younger ‘Gen Z’ employees should work from the office more to ‘get ahead’ in the artificial intelligence (AI) era.
Thanks to generative AI, machines are looking increasingly well placed to take on relatively simple jobs that might traditionally be assigned to younger workers. This could mean that it will become more important for businesses to place additional focus on helping younger workers to get ahead in their careers.
But is a return-to-office mandate the answer, or could it hamper the retention of Gen Z workers?
Here, David Banaghan, Interim CEO at recruitment software company Occupop, explains how businesses can better understand their Gen Z employees, in order to retain, nurture and grow their skillsets.
What are Gen Z’s workplace priorities?
Gen Z thrives in environments that offer autonomy, which may predispose them to remote working. Remote work provides the flexibility they desire, allowing them to balance their personal and professional lives effectively.
Gen Z also expects seamless digital experiences. They value tools that enhance collaboration, communication, and knowledge sharing. Organisations must invest in technology that aligns with their preferences – whether remotely or in the office.
According to generational expert Mark C. Perna, Gen Z also seeks continuous learning and skill development, with 76% seeing learning as key to their professional advancement. Employers should provide mentorship, training programs, and pathways for career advancement.
Crafting a Gen Z-Centric Return-to-Office Policy
With Forbes now estimating that AI is worth £16.8 billion to the UK economy, it’s important businesses act fast on the topic.
While a five-day office-based routine may best reap the benefits of this, Return-to-office policies should also reflect empathy, flexibility, and a commitment to nurturing young talent.
As businesses navigate this transformative period, try to prioritise both technological advancement and the well-being of our youngest workforce members.
Here are some points to consider:
1) Flexibility First
Employers are likely best blending in-person and remote work to accommodate Gen Z’s preferences.
Consider outcome-based metrics to evaluate performance based on results, not hours spent in the office.
2) Tech-Driven Solutions
Digital Collaboration Tools are key to Gen Z’s communications style. Invest in platforms that facilitate virtual teamwork.
Rather than looking externally, place pride in upskilling. Offer online courses and certifications to nurture Gen Z’s skills and lust for learning.
3) Mentorship Programmes
If you are looking to return to a five-day week, provide structured guidance, such as formal mentorship programmes that bridge generational gaps.
Consider ‘reverse mentorship’ initiatives, too, which allows Gen Z to mentor older colleagues on digital trends.
The way forward
As the workforce of the future, Gen Z should be consulted on return-to-office mandates.
By understanding their needs, values, and aspirations and by adopting flexible, technology-enabled approaches to support their career development, businesses can cultivate a high-performing Gen Z workforce capable of thriving in the digital age.
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