The Gene generationdigital native and accustomed to social networks and new technologies, seems tired of teleworking. They ensure that the online ecosystem has made them feel more isolated and less connected to their co -workers, as they report several studies and research from different companies.
The last in affirming it has been the Freeman events firm, according to the results of a survey conducted last September between 1,824 Americans between 18 and 59 years. The data obtained reflect that younger professionals do not only seek teleworking and exclusively digital interactions, but also positively value the work in the office.
Young people say that technology has negatively affected their connection with other people
Perhaps according to recent years, marked by the adoption of remote work and online education as a result of the pandemic, 69% of the survey of generation Z consider that Technology has negatively affected the connection with other people in your company or industry. Also, 79% consider that companies trust more on technology to connect with people than to build experiences in person.
In addition, 91% think it would be good to have balance between technology and opportunities in person to connect with others both in your company and in the sector. In this sense, his opinion resembles that of other generations.
And in this line, 95% understand the importance of establishing personal relationships in businesses in order to be successful in their work.
In addition, the vast majority of the members of the Z generation points out that the relationships that are created in labor events in person are critical to build their trust as professionals. They also consider that these types of meetings help them stay up to date with what happens in the industry in which they work.
So much so that 86% want their company to allocate more budget to Face -to -face meetings as a way to help them develop strong professional relationships.
Freeman’s data is aligned with the conclusions obtained, for example, by the Metlife insurer. In his latest trend study on the benefits of employees, he pointed out that the members of the Z generation claim to feel more depressed, stressed, exhausted and isolated than their classmates. 35% claimed to feel depressed, above 20% of other generations.
In addition, when comparing the data with those obtained in 2018 for users between 21 and 25 years, they feel less successful today, less happy, less compromised, more stressed and more overwhelmed than seven years ago. They also point to have less financial health, with special concern to save for life expenses, housing and high interest rates.
On the other hand, last year the consulting firm Seramount indicated, after the realization of an investigation, that 74% of the Z generation prefers some kind of agreement to hybrid work, compared to only 52% of colleagues who do not belong to their generation. In addition, only 11% of generation Z claimed to prefer to work completely at a distance, compared to 34% of other generations.
The reasons for the interest in the office
The interest of generation Z in the office contrasts with the rejection of professionals from other generations when they return to the office. For example, before WPP’s mandate to return to work in the office five days a week, professionals promoted a movement to request the review of the measure, and among other things, demanded greater flexibility for those with people in charge.
And this can be one of the reasons why generation Z prefers to work in the office, since it is more likely to do not act as caregivers of other people, whether their elders or their sons and daughters. To this is also added housing conditions in which many of them can be found: sharing a floor -with friends or family -, in small spaces and with less capacity to create an environment dedicated exclusively to work.
On the other hand, going to the office allows them to share the work space with other professionals and start developing their career Learning from colleagues and superior. It is also an opportunity to socialize and build interpersonal relationships beyond the mere labor plan.
The situation, however, raises a challenging scenario for the managers of corporate culture, who must find balance and Adapt and make your policies and measures more flexible to the wishes, not only of each professional, but also of each individual. Companies must also take into consideration that traditional norms do not apply to generation Z, which over the last years has been scrambled against typical constructions and has developed some “anticorportativist” mentality.
