A slow pace to offer roles, negative reviews online and visibly unhappy employees are the top three factors likely to cause a Gen Z candidate to lose interest in working for an organisation, new research from Kronos has revealed.
The workforce management software company has recently completed its Meet Gen Z Survey, providing a snapshot of what drives, motivates and disengages 16 to 25-year-olds, drawing information from a sample of 3,400 candidates across 12 countries.
“Gen Z is bringing new expectations to the workplace,” Kronos APAC and Latin America VP for Sales, Neil Solomon explained.
“They have strong feelings about how and when they want to work, especially compared to generations past. Leaders will need to familiarise themselves with the priorities of Gen Z in order to effectively manage and develop them.”
Despite being in the early stages of their careers, Gen Z is pragmatic about their approach to work, with around half in ANZ motivated to work by fear of being broke (56%) or so they can have money for personal activities (48%).
Similarly, 50% say their job is a way to make money while only a third (34%) think of it as a career building opportunity.
While not career driven, the 16-25 year olds command respect in the workplace, have high expectations of managers, and feel ready to call the shots.
More than a third (36%) say managers should give them projects they care about, flexibility (30%), recognise them when they do a good job (40%), and listen to ideas and show they value Gen Z’s opinion (48%).
“Gen Z value a flat structure,” Solomon added. “A third say they want to get to know and learn from senior leaders”.
Around half value a leader who cares about them (46%), trusts them (48%) and is supportive (45%).
Globally, these were the top three attributes Gen Z value i