A recent McKinsey research found that when people are offered the chance to work flexibly, 87 percent use it.

Despite the growth of remote and hybrid work throughout the economy and the clear delineation from the pandemic which boosted it, there remains a stark difference in the way different generations, especially Gen X and Gen Z, view flexibility and remote and hybrid work.

Gen X

Gen X consists of people who are born roughly between 1964 and 1980.

Gen Z

Gen Z is people who are born between the years 1997 and 2015.

The disconnect

Like most things, Gen X and Gen Y have certain disagreements regarding the modern way of working.

One of the reasons for this disconnect could be the idea of work that Gen X grew up around. For them, work always meant something that took up a large chunk of their day and consumed their life. Climbing the corporate ladder meant working long hours, building relationships, investing time, and sacrificing other things. In more ways than one, Gen X people was attached to their job and identified with it.

Enter remote and hybrid work: they may have been caught off-guard. Here was a new work setup that allowed work-life balance and flexibility and minimized the monotony. Suddenly, the world seemed to have a different idea of work, one that Gen X might’ve not related to.

On the other hand, a large part of Gen Z entered the workforce during or after the pandemic. Thus, remote and hybrid work is natural to them. They can’t imagine having to commute two hours a day, reach the office, and sit down to do work that can be done way better remotely or from home.

Opinions on success

Also, Gen X and Gen Z seem to have different opinions on hard work and success. For the former, hard work, persistence and a lifelong commitment to their company are important for success while for the latter, success does not mean working tirelessly and always putting off relaxation for later. This is not to say that Gen Z does not value accomplishments or isn’t driven as much. They’re people who look at breaks and work-life balance as necessities rather than a privilege.

Connection

Another reason for the difference in opinion between Gen X and Z regarding remote and hybrid work is how both view office culture and environment. Gen X people had a personal space in their office, a ton of work buddies, and lots of office conversations (and harmless banter). It helped them stay connected to their workplace. While remote work strives to adopt team and relationship-building strategies, it isn’t the same as meeting up with work friends and looking forward to sharing lunch. On the flip side, Gen Z does appear to care much about having friends at work. They do look for understanding and empathetic co-workers and a healthy support system but establishing long-lasting personal relationships at work is not high on their priority list.

Scarcity mindset

Gen X have grown up in the scarcity mindset. Any gains typically required a bit more struggle compared to the world right now. Maybe the reduced struggle is unintentionally equated to a lack of commitment.

And so?

Despite the generational disconnect and other shortcomings of the modern work setup, remote and hybrid work is here to stay.

The generations can speak to each other or just at each other.

Therefore, companies and firms must formulate systems and policies that ensure all generations are heard and their issues with remote work acknowledged and addressed. Remote and hybrid workers need to also understand that some of Gen X’s concerns come from genuine life experiences.

Each demographic should be equipped to not just handle flexibility and technology but also mentally align to them.

This may seem like a long road but regular exercises, training, and company-wide open communication will make the journey easier.

The post A Gap Analysis of another kind. appeared first on Jackstien Practices, India.

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. 

The post A Gen Z’ers Guide To Making Your Workspace Progressive appeared first on Jackstien Practices, India.