According to a recent survey, Gen Z-ers don’t hesitate to speak out on subjects that are important to them, such as pay and well-being at work.
In detail, 77% of Generation-Z workers polled are not averse to talking about their salary in the office. Even more of them (87%) see no problem in speaking openly about their job satisfaction – or dissatisfaction.
The authors of this Adobe report, conducted early last month, claim that this openness is linked to the fact that members of this generation have a strong support network in the workplace. They often surround themselves with colleagues in the same age bracket, which enables them to talk more freely about their professional aspirations and difficulties.
Newcomers to the job market have very specific expectations of their employers. They believe the culture of the company that recruited them shapes their professional experience.
This is why 96% of those surveyed say they are familiar with the values of the company they work for. What’s more, 78% feel it’s important for them to be able to connect with these values, especially when they concern major social issues.
More than half (56%) of Gen-Z workers say they would like to work for a company that is outspoken about social issues.
Peer-to-peer interaction is another important aspect of professional life for under-30s. They are eager to be accompanied in their early career by more experienced colleagues or their manager.
This is why 83% of young people consider it important to have a mentor in the workplace. But, in reality, this practice is still not widespread in companies, with only 52% of respondents reporting having a mentor at work.
A paper published in 2020 in the Journal of Managerial Psychology states that mentors and mentees both benefit from this type of working relationship.
Indeed, mentors enrich their management skills by coaching a novice, which contributes to their professional development. It also helps to establish their legitimacy as a leader, especially with Gen-Z workers.
The latter want to be agents of change in the workplace, and are not afraid to shake things up by giving feedback to their peers.
Promotion or bust
Nearly nine in 10 young people surveyed say they have no problem giving feedback to their colleagues. What’s more, 74% of them feel comfortable enough to give upward feedback to their superiors.
This is because Gen Z aspires to new forms of collective organisation, which differ from the pyramid-shaped model of hierarchy typically in place in most companies. They want to evolve professionally and climb the ladder to decision-making positions.
Without this possibility, they are not sure they would want to stay in their current company for too long. One in two young people surveyed considers lack of promotion to be among the primary reasons they would leave their job.