As Gen Z begins to steadily represent a considerable percentage of the workforce, it is only natural for companies and offices to intend to become spaces that welcome us, the ‘new kids.’ We are people who bring not just a fresh outlook to work in general but also a perspective of inclusiveness, transparency, and independence.
Generation Z includes everyone who is born after 1996. We are the ones who saw the older generation (our parents and guardians) struggle with the Great Recession. Most of us are entering the workforce during the COVID-19 pandemic, a very volatile time.
For a workspace to be progressive and in touch with modern lines of thought, these are a few things that I, as a Gen Z, look for when I become a part of a new workplace.
Stability
I place stability and job security at the top of my priority list. I like taking up jobs that give me a sense of financial safety. Gen Z may look like people who have a larger risk appetite but I assure you, that does not translate into “we are building something new, of course, paychecks won’t be very regular.”
However, a paycheck is not the be-all and end-all for me.
Hybrid-work and flexibility
As I mentioned earlier, a lot of Gen Z people entered the workforce during the COVID-19 pandemic, and that is why for many of us, our first jobs allowed us to work remotely. Since the objective of commuting for hours every day while living online never really made sense to us, we naturally see remote work as a system that is significantly better than the conventional one.
I cannot imagine having to commute for hours every day, reach the office and do the same work that I could’ve done more productively from home or any other city. Flexibility and a remote/hybrid-work setup are extremely important requirements for me and I feel that the older generation has tied down the later generations simply because that’s how they did it. My bosses need to place faith in my ability to perform well without constant monitoring.
Inclusiveness
Another important checkbox for me is inclusivity in my workspace. I and people my age have grown up with the Internet and have, if I may say, a broader understanding of issues and a firmer grasp on equality. Not just that, it is important for us to stand up for what we believe in.
For example, I am going to find it extremely difficult to navigate a job where I see my boss being casually sexist or classist under the garb of ‘harmless office humor.’ Why would I want to be part of a work culture where I am forced to constantly dwindle between taking a stand and becoming “that girl” or letting it slide? Sorry, inner conflicts are not welcome.
On the other hand, a company that does not hesitate to put a competent woman at the forefront of an important client meeting is something that I will have immense respect for.
Babu culture? Big NO.
As Gen Z, I also reject the babu culture that a lot of Indian offices seem to have. I am not patient with red-tapism – the kind which impedes action delays outcome and dedicates more time to the process. I am confident about how much my time, effort, and issue hold value and will not put it second to endless spirals of files, folders, and applications.
Beyond work
For me, work is much more than what my job profile entails. I actively look for purpose-driven companies and firms that offer healthy career progression and mentorship opportunities. It matters to me what my firm’s ethics are and whether they are in harmony with my morals. Though I value my independence, I understand team-building exercises and would prefer collaboration over instruction any day.
How to bring concrete change?
For companies to make their workplace Gen Z-friendly and switch to a more modern corporate culture, I believe well-thought-out policies should be picked over surface-level changes that are made solely in the hope of enticing the younger generation.
Offices should introduce robust communication lines that enable everyone to be in touch at all times, especially during long-term projects that require regular updates from different teams.
Technological advancements should be a must.
As the younger generation, we are passionate about things like climate change – it will help companies to look into how sustainable their disposal methods are.
Managers might need to rethink their hiring processes.
Companies should separate remote/hybrid work from the pandemic and look at it as much more than just a temporary arrangement in the face of a crisis.
Workplaces should also aim at becoming authentic safe spaces for employees to talk about their issues – they must feel heard.
At first, it may look like there is a lot to unpack here. But revisiting old policies and getting up-to-date with us will not just bring fresh talent and relevance to your workplace, it will also help in formulating a brand new public image of the company – an image that is in line with how much the world, its people, and views progress every day.
ABOUT THE AUTHOR
Nain Yadav
I am a 21-year-old who grew up in the city of Lucknow. I consider my family, friends, and watermelon juice the closest to me. Having freelanced since the age of 17, I have worked and dealt with multiple people and issues. Like the rest of us, I have opinions. Unlike the rest of us, I am unafraid to express them.
