Gen Z is not Millennial Plus
Why they may not want to work for you
The new norms in Modern Work have resulted in a high attrition rate for many organisations especially from the Gen Z and Millennial generations. Organisations need to rethink their promise to employees - and this should start with a deep understanding of what really motivates and inspires them.
The COVID-19 pandemic has disrupted the traditional view of work and careers, inducing waves of people across both generations to rethink what they truly want to do and be. Employees are quitting their jobs in search for more meaning, autonomy, money, and flexibility. Organisations globally have witnessed the “Great Resignation” phenomenon and it is far from over as attrition numbers continue to rise. The impact on business is significant – voluntary turnover is expensive and disruptive, especially for organisations losing their best thinkers and problem solvers. For employers, this requires a critical rethink on their promise to employees and it should start with a deep understanding of what really motivates and inspires them.
For the Gen Z workforce, an entire rethink on the early career experience is required. Deloitte Consulting Southeast Asia set out to understand more about the generations that make up the majority of the workforce, with a specific focus on Gen Z and Millennials, within the region. By leveraging these findings, bold organisations that are willing to shape irresistible career experiences will be well positioned to win the ever-escalating war for talent.
Below is a quick snapshot of how Gen Zs and Millennials may have differing priorities –
We are living in a completely different world of work. The 10 rules of modern work is designed to help you navigate the new work standard and achieve success, happiness and fulfilment.