A new survey sheds light on what Gen Z values in the workplace.
- Flexibility emerges as a key priority across all age groups.
- Gen Z and Millennials prefer a mix of remote and office work.
- Older generations value a sociable workplace more than Gen Z.
- Benefits and perks play a crucial role in job selection.
The latest research conducted by office furniture specialists reveals significant insights into what today’s job candidates prioritize beyond salary and job role. The study involved 1,000 British participants and highlighted the importance of flexible working arrangements, with 42% marking this as a top requirement. Remarkably, younger generations show a clear preference for work setups that favor personal flexibility and align with lifestyle values.
A notable observation from the survey is the contrasting preferences among age groups. While Gen Z, those aged between 18-24, express a strong desire for complete remote working options (34%), Millennials prefer a balance between remote and onsite work, with 33% voicing the desire for autonomy in choosing their work setting. Boomers, however, show a significant inclination for flexible working hours, with 51% identifying this as their primary concern.
Surprisingly, the perception that a sociable team is predominantly important to younger employees was challenged by the findings. Only 26% of Gen Z participants considered social interaction in the workplace crucial, compared to 30% of those aged 65 and above. This suggests that older generations value the social fabric of the workplace more than their younger counterparts.
Collaborating with recruitment expert Charlotte Turner, the research further reveals that benefits matching candidates’ personal growth ambitions are increasingly pivotal. There is a growing trend among younger employees for perks that align not just with financial incentives but also with personal development opportunities, social impact, and volunteering initiatives.
Across all demographics, the survey identified the ten most valued workplace factors, which include flexible working hours, remote work options, free parking, and comprehensive perk schemes. Turner notes a shift towards benefits that cater to reducing living costs, with candidates showing a willingness to accept a lower salary if it accompanies a favourable benefits package, highlighting the importance of non-monetary incentives such as private healthcare and strong corporate social responsibility policies.
The survey demonstrates a shift in workplace preferences, with flexibility and meaningful benefits becoming key factors in job selection.
