Gen Z: The shift from job flexibility to job security
The short-term and lasting impacts of the Covid-19 pandemic are going to be significant; both globally and personally. No nation or individual person has been immune to the effects of the pandemic. For Generation Z (born 1995-2009) who are either in high school, post-school education or in the early years of their careers, the pandemic has had a profound affect on their approach to their careers.
The empowered options generation:
Prior to the globally disruptive Covid-19 season, Generation Z would often talk about how many options they had when considering their careers. Growing up with the immersive digital technologies at their fingertips, they have often entered the workplace with a strong sense of empowerment, being technologically savvy, informed and aware. They have seen themselves as global citizens, sharing the most global youth culture we have ever seen, seeing international travel as a ‘rite of passage’, and many expecting to live, study and work overseas at some point in their careers. The gig economy further gave Gen Z a sense of empowerment as they could leverage their tech-savvy skills to maximise the opportunities that these platforms provided, giving them additional revenue streams and making them less dependant on a traditional job for income.
“I know so many people who have jobs and just quit after a few weeks. Nothing is ensured… they don’t like it, it’s gone. Nothing is waited out. People give up really quick I think.” Julia b.2000
“So many of my friends have had multiple jobs in very different things, and have tried lots of jobs to reinvent themselves… I kind of admire our generation for not being scared to just try it. Were very much a try before you lock it in generation.” Tahlia b.1997
However, the pandemic has shaken this foundation which Gen Zs had known as their ‘normal’.
From job-flexibility to job-security
Gen Z were at the forefront of retail, customer service, arts and entertainment industries which took a major hit with the lockdowns and closures. As a result, Gen Z felt the brunt of job losses, reduced shifts and financial insecurity as a result. Industries that had previously offered flexibility, casual work that could fit in around their study and lifestyle commitments, suddenly became unstable.
“I know there’s going to be a lot more consideration with what people chose to do now as they are mainly looking for stability.” Kennedy b.2000
“The fear of the security in our future (mostly financial) is creating a sense of anxiety.” *Sarah b. 1983
“Be more aware that my work can be cut at any time. Save up (even more) and be aware that my work/job has an inconsistent nature.” *Josh b. 1996
“Before the pandemic, I had plans to travel to Europe and work in the arts industry for three to five years. I was set on the idea of having a casual job while finding work as a dancer. When the pandemic showed its scale I had to quickly scrap that and I started working as a personal assistant in an architecture firm. It’s not my passion but has provided me with a consistent income through all of the lockdowns.” Nikki b.2000
A clear theme that has emerged in our research and interviews of Gen Z since the pandemic began has been the shift from job-flexibility to job-security.
Previously a priority for Gen Z when it came to their work was to have options, flexibility, work-life balance, a job where they could take time off to travel, a workplace culture that was fun and engaging. Maslow’s hierarchy of needs lists five categories of need, with the most basic needs of survival and security needing to be met before social, self-esteem and self-actualisation needs. In our Gen Z research over the years, young people have talked about how important it was for a workplace to meet their social needs (friends at work, relatable bosses and managers), self-esteem needs (being able to make a worthwhile contribution with their skills and education) and self-actualisation needs (being part of a greater purpose). However when the pandemic began, Gen Zs and Millennials began to talk about their basic security needs (financial, job security). This pandemic is the first time that Gen Z globally have experienced economic, financial, vocational shaking which directly impacts their lives.
So what does this mean when it comes to engaging Gen Z in the workplace?
It is likely that they will continue to care about their social, self-esteem and self-actualisation needs being met. They are a deeply social and passionate generation who want to collectively make a positive impact on the world. They will continue to look to their workplaces to provide a culture and context for these realities.
However, they will also be more aware of their job security needs being met. This means a permanent role may carry more gravitas than it previously did for this generation. Financial security is now far more on their radar so providing clarity and security around their jobs can be a key way to attract and retain good talent. Flexibility will still matter, particularly now many workplaces have offered a work-from-home option, however it is no longer their main focus.
3 takeaway keys for engaging Gen Z at work post-pandemic:
Workplace culture is still of highest importance. There is no substitute for culture. Culture is the lived reality of our organisations. Fostering an engaging, collaborative, innovative culture which is relational, positive and safe will continue to be a draw card for top talent across all generations, especially Gen Z.
Job stability is now on Gen Z’s radar. Offering a permanent role and/ or a clear pathway for development and progress within an organisation may carry greater weight than it previously did.
Consider attracting talent from different industries / graduates from diverse degrees. You may not have considered employing graduates from an arts / entertainment based degree in the past if that area isn’t core to your business. However, this may be an opportunity to attract top creative talent from diverse industries if those graduates no longer have clear pathways in existing areas. Strong teams are built through diversity; so this could be an opportunity to think creatively about your team and what new skill sets you could add.
Claire Madden is a keynote speaker, social researcher and consultant, specialising in Generation Z. Claire has a passion for researching, understanding and interpreting social trends affecting today’s society and equipping business leaders, teams and educators to thrive in these changing times. To enquire about Claire speaking or assisting your team, please get in touch.