Is your workplace smart? Ask the iGen.

 

The old refrain that “young people aren’t committed to the workplace” is something that iGen’ers, and their older comrades Millennials, have to deal with on a constant base from all over the place. But is it a fair statement? Is it true then, that the so called “snowflakes” are becoming more and more apathetic? A survey conducted by Deloitte suggests the exact opposite, showing that a whopping  84% of the interviewed faced burnout due to the excessive workloads.

So how do we fix that? Well, once again, turning to the young ones is probably our best bet. In fact, the generational divide can be seen on the most varied topics, from self-development to remote working, from freelance roles to future-proofing strategies.

To further prove this assumption, a World Economic Forum Report on the future of Jobs highlights how 1 in 10 baby boomers feel they should considering reskilling as technology threatens the stability of many traditional careers while, three times as many millennials and Gen Z-ers believe that developing new skills is their own responsibility, rather than their employer’s.

Here are some ways in which new generations are reshaping the workforce:

  • Reskilling – While most managers believe reskilling is important for employees, there is a generational gap on the best approach. As we said the vast majority of baby boomers feel that employers have the task to reskill their staff, while millennials and iGen’ers are more likely to seek out self-development and be proactive.
  • Planning ahead – Younger generation managers are generally more likely to consider future workforce planning a top priority. This is true both in establishing a flexible talent strategy as well as in investing in technology to support a remote workforce.
  • Smart working – Younger generation managers are keener to employ smart working, both for their employees and their staff. Three-quarters of millennial and Gen Z managers have team members who work remotely, and this trend is expected to to rise to 73% of all teams by 2028.
  • Freelancing – iGen and Millennial managers are more than twice as likely as baby boomers to have increased their use of freelancers in the past few years, and are projected to continue increasing it going forward. That is dueto the value they see in terms of productivity and cost efficiency.