In the contemporary office, a trifecta of challenges is reshaping the career landscape. Job stagnation, a reluctance among younger staff to ascend to managerial roles, and the seismic shift in perspective among Gen Z towards the traditional 9-to-5 are converging, leaving employers grappling for strategies to retain and engage a diverse workforce.
Stagnation Stifles Growth
The specter of job stagnation haunts today’s professional realm, prompting an urgent quest for solutions. Resignations peaked during and around the pandemic following years of increases. But people appear to have decided that now’s a time to stay put.
The end result is increasing numbers of people who are just … sitting. Workers are often disengaged and resentful of having to come back to the office, as many companies are mandating. How do you manage this workforce, one that appears to just … exist? Where’s the determination, the drive? Where are the people looking for the next challenge? How do you create a dynamic team? It’s complicated and it’s a challenge every company faces.
Managerial Aversion
Alongside the desire to just sit, which in itself is possibly understandable given the upheavals of the last few years, is the strange phenomenon of younger workers, Gen Z, being unmotivated to climb the traditional ladder. Reasons for this reluctance, including citing a preference for specialized roles, a desire for work-life balance, and an apprehension about the burdens of leadership. And, of course, buying power is a major issue, does the promotion come with a serious raise and how’s overtime handled?
Let’s pause there. Before you get indignant and mutter about “the youth of today”, let’s consider it. Higher education is essentially mandatory these days and it churns out a lot of “specialists”. These people want to work in their field, but are being put off by having to graft to get into it. Secondly, there is a real surge in dissatisfaction with the work-life balance. Let’s not kid ourselves, costs are soaring, and young people face serious challenges balancing the books. Their unhappiness with work cannot be surprising. Finally, why lead? This goes back to points one and two: More responsibility equals less time and management often involves stepping back from specialist roles.
This leaves us with a problem as the grey-beards retire and middle management moves up. Who fills the gap?
Important Factors that Gen Zers Consider when Choosing a Job
— Jack Kelly (@jackjaykelly) November 11, 2023
Gen Zers seek jobs that align with their values and offer opportunities for growth and development. They desire a competitive compensation, along with looking for opportunities that provide flexibility, work-life…
Enough of the 9-to-5
And, finally, Newsflash: Gen Z doesn’t like the 9-to-5. No surprise there. Nobody really does. And let’s face it, it’s not a 9-to-5, it’s often much longer for younger staff.
You don’t like the grind, I don’t like the grind. But we had no choice.
Gen Z, however, have been told about work-life balance, about quiet quitting and about remote work. And, they also understand that the system isn’t helping them to achieve their financial dreams like it might have done a generation or so ago.
The end result is that they’re looking elsewhere, and they’re looking at progressive companies.
So, What to Do?
Easy. Be progressive. End of article. Go back to your spreadsheet.
OK, it’s not easy to do, but the answer’s simple. Create a supportive work environment. The numbers aren’t in about productivity and remote work. People want to work remotely? Let them, as far as you’re able.
People hate the office 9-to-5? Allow for flexible hours. Unsure about moving into management? Work with them, why aren’t they happy with the idea? How do they envisage their career growth?
They’re generally demotivated? Why? What would motivate them? What would excite them about their job, or let’s be real, what would incentivize them?
The answer is that you have to care for your staff. If you don’t, they’ll sit there and you’ll stagnate. Then you’ll fire them, then you’ll spend a fortune hiring people who will, over time, stagnate.
Yes, people are sitting in place … at present. But, when they look around at the market, they’ll go where the money is, or where the flexibility is, or where they feel valued, or where they can find all three.
Stop grumbling about Gen Z and start to think, change has been the air for quite some time and, in most cases, it’s obvious why.
