Marco Meister

How Gen Y & Z think and work

January 5, 2021

From 2021, Gen Y and Z will make up the majority of the workforce, bringing new needs and interests to the workplace. A brief summary of what you need to know can be found here.

The new generation strives for change - organisations in particular must learn to adapt their environments. Because no company can afford to maintain outdated structures and conditions. If young people do not feel comfortable, they change jobs.

Gen Y & Z

The younger generations in particular are considered uncompromising in this respect. Generation Y, whose representatives were born between 1980 and 1995, see work as only one part of their lives. It is imperative that this part can be reconciled with other areas such as family and leisure. This generation is used to having a say and therefore finds it natural to realise themselves. If you give Gen Y the opportunity to do so, they are also willing to get involved. In addition, optimism is one of the typical characteristics of representatives of this generation. No wonder, many of them found their own company.

Generation Z is very similar. These are, roughly speaking, those born after 1995. If this generation is one thing, it’s fast. Blending professional and private life does not appeal to it. Gen Z insists on fixed working hours, unlimited contracts and clearly defined organizational structures. Gen Z was raised to be confident and is very good at expressing its opinion. A generous salary and security are very important. At the same time, Gen Z insists on many liberties. If you meet their needs for personal development, they will certainly perform well. Digital technology is part of their everyday lives, and they barely know what it’s like to really be offline.

A workplace for all generations

We are convinced: the more that companies get their employees involved, the greater the engagement and commitment towards the company will be. Especially in regards to Gen Y & Z. In the future, companies will increasingly find themselves trying to prove how certain jobs and tasks are meaningful.

Successful employee engagement is one way to do this. It follows a simple life cycle that is scientifically based. Together with the Zurich University of Applied Sciences (ZHAW), we have developed the fundamentals. With the innovative end-to-end approach, we offer services along the entire life cycle of employee engagement. The software behind atwork is not only scientifically sound, but also generationally appropriate. Because young employees in particular do not have to struggle through confusing tools.

In this way, we make a decisive contribution to ensuring that companies can optimally adapt their framework conditions to the new needs of generations Y and Z.

White paper

The five prerequisites for employee engagement

Whether in academia or in practice, employee engagement is becoming increasingly important. How can HR managers sustainably promote the engagement of their employees?

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