Generation Z employees and millennials are changing the workplace as we know it | ICT Business | TechBuzz

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Generation Z employees and millennials, who are between the ages of 18 and 41, make up a large portion of the current workforce. The Work Trend Index 2022 showed that employees are reassessing the role of work in their lives, and what they want from work and what they are willing to give in return is evaluated by the key “is it worth it”. In fact, research has found that it will 49 percent of employees of Generation Z and millennials will consider changing employers this year.

Generation Z employees and millennials make up a large portion of the current workforce and are likely to assume more leadership positions in the future. To attract the best talent – ​​now and in the future – organizations need to adapt their business practices to meet new employee expectations. Business leaders and HR managers will therefore need to create organizations where these groups feel included and have a sense of loyalty and purpose.

“It is impossible to erase the lived experiences and the lasting impact of everything we lived through during the past two years. Empowering managers to adapt to new employee expectations helps business systems lay the foundation for long-term success. A great tool to help teams through this change is Microsoft Viva, which helps teams within a company or organization thrive by providing recommendations on how to improve productivity and care for the well-being of team members,” she commented. Ketevan Ratiani, Head of the Modern Workplace Division, Microsoft CEE Multi-Country Region.

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Successfully meeting the needs of employees requires a change in mindset for HR and business leaders. With the increasing importance placed on a positive business culture and the need for flexibility, leaders will need to adapt the way their teams work to ensure that employees and managers have clear information about their roles and responsibilities and clear information about how hybrid work works.

Still, it’s just a few companies (only 27 percent) established team rules to clearly define these new norms. To build effective hybrid teams, managers will need to introduce team rules that define the “why”, “when” and “how” to come to the office, the purpose of live collaboration, agreements on when to meet live, as well as the definition of hybrid meeting rules and new designing a space that will support a new way of working.

These rules should ensure that everyone feels the same sense of engagement at work, whether they are in the office or working remotely. A collaborative, digital culture can help bridge geographic distance and other differences when leaders choose to use technology for these purposes.

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There is no one-size-fits-all approach. It will take a lot of effort to make the office work for everyone. This also means deciding to make flexible, hybrid work really work. By adapting to the new expectations of employees through technological, process and cultural changes, business systems can prepare for the future and take advantage of all the advantages of hybrid work.

Key conclusions of the study

1. A new trend is emerging – freedom and flexibility

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Although the Work Trend Index 2022 showed that all employees want more flexibility, he also pointed out that millennials and generation Z are the most prone to change. The results say that 49 percent of Gen Z employees are likely to consider transitioning to a hybrid work model at their current job, and 46 percent are likely to start working remotely. More than other generations of employees, they highly value the freedom to choose when and where to work.

2. Priorities are changing – well-being and corporate culture have become more important

But Gen Z employees and millennials don’t just want flexibility. The Work Trend Index 2022 found that, after salary, these employees’ priorities are in the workplace positive work culture (46 percent), benefits focused on their well-being (42 percent), and a sense of purpose or meaning (40 percent).

3. Quitting is an option – and that’s why business systems should change

The research also showed that members of Generation Z and millennials are more likely to leave when something doesn’t suit them. Actually, almost half of them in Europe (49 percent) are likely to consider a new employer this year, compared to the EMEA² region average of 36 percent. Further ones 31 place Generation Z employees will probably move and find a job that allows them to they work remotely.

Some examples of rules include:

  • Open/shared Outlook calendars to simplify appointment scheduling.
  • Adding Microsoft Teams links to every meeting invitation so people can choose whether they want to join in person or online
  • Using the updated Outlook RSVP – allows people to indicate whether they will participate in the meeting in person or online. After all, hardly anyone wants to commute to work and arrive at an empty office.
  • Joint work on shared documents in the cloud so that everyone has access to the same information – with control over all versions of the document!
  • Using digital tools to measure employee experience; for example, Microsoft Viva, which enables learning of work patterns and data-driven insights to help improve employee well-being, connectivity and productivity, encourage knowledge sharing, strengthen company culture and, as a result, help organizations retain their best talent.
  • Creating technologically equipped office spaces for meetings – meeting spaces that enable an equal meeting experience for both physically present and online participants.
  • Application Teams Rooms with Front Row – an option where everyone feels included in a hybrid meeting, regardless of where they are, will be key to making hybrid work. A video gallery appears at the bottom of the screen so that participants who are in the room can see colleagues who are participating online face-to-face — almost as if they were in the same room.
  • Call recording so that information can be shared with those who were not present at the meeting.
  • Using PowerPoint Recording Studio and Cameo – employees can record themselves presenting and share the recording with colleagues to view their presentation at a time that suits them, without the need to interrupt their time for “focused work”.

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