According to the Times “Generation Z Survey,” 13% of young people polled work mainly remotely, with occasional visits to the office. The majority (40%) are still working in-office full-time, while 8% work entirely remotely.
But if these young people had the choice, the figures would be very different. Nearly one in five (17%) would opt for 100% remote work, and 24% would like to spend most of their working time at home.
These finding illustrate a growing disinterest in the office compared to previous generations.
Having tasted the freedom offered by remote work during lockdown, it has become difficult for many to envisage a daily return to the office. Some go so far as to turn down jobs that don’t allow them to work from home.
Is this a sign of laziness? Not really, it seems.
Contrary to what some of their detractors say, people under 30 are not reluctant to work hard. On the other hand, they have to contend with increasingly high transport and housing costs, especially in Britain’s major cities.
In fact, according to a report by the Prince’s Trust, one in 10 disadvantaged young people has already had to forego a job opportunity because they lack the means to cover essential expenses such as transport or a work-appropriate wardrobe. Working from home is one way of limiting these costs while increasing productivity.
Young people are seeking flexibility
However, this flexibility also presents challenges. For young beginners, immersion in an office environment remains a formative experience, offering direct supervision and networking opportunities.
Social ties are also an essential factor for this generation: the office is seen as a place to forge professional relationships, as well as friendly and sometimes romantic ones.
Still, that doesn’t mean they feel the need to go there every day. Accustomed to a digital world, young professionals are more interested in efficiency than mere physical presence.
Those who began their careers in the midst of a pandemic are even more inclined to optimise their time with technological tools.
This paradigm shift is profound. As Gary Cookson, director of the Epic HR agency, explains, work has been transformed in the same way as other aspects of daily life.
“We order from Amazon, and it comes to our house. We order a takeaway online, and it comes to our house. Work is experiencing the same shift.
“It used to be something you had to leave the house for. Now, it can be delivered to (and from) our houses because technology enables that.
“That’s not laziness, that’s adapting to circumstances – that’s a shift in expectation,” he told People Management magazine.
Faced with these changes, companies have every interest in adapting. Ignoring Generation Z’s expectations in terms of remote work and flexibility could lead to difficulties in recruiting and retaining talent.
By 2030, this generation will account for almost a third of the workforce, according to the World Economic Forum, and they won’t put up with rigid companies that are out of touch with their expectations.
To attract and retain these young talents, companies need to offer a suitable work setup, combining flexibility and a stimulating work environment, supported by modern technologies.
Indeed, organisations can evolve with this new generation to shape the future of work.