What Gen Y und Gen Z expect from employers and leaders
This study probes into employee expectations the younger Generations Y and Z have on their employer and their supervisors. Furthermore, the study compiles the extent to which employees perceive their expectations as fulfilled at their workplace as well as the extent to which their leaders are aware of and willing to fulfill them. Six primary factors are investigated, and improvement suggestions derived by juxtaposing expectations, employees’ perceived reality and leaders’ perspectives.
The following provides a short description of each generation’s top three expectations:
Most important to Generation Y employees is an optimal balance between working hours and private life. However, only one in three Gen Y employees is satisfied with their worklife balance and only 30% of employee leaders are aware of this expectation and its relevance regarding employee satisfaction. In second place is the desire for a mutually appreciative and respectful working environment, an expectation to which only about every fourth employee lays claim and the value of which only one in three leaders can claim to recognize. Ranking third is the need for independent, autonomous assignments, another need answered for only one in three employees. Furthermore, only half of the leaders surveyed are prepared to entrust their Gen Y employees with independent, autonomous assignments.
For the younger generation, Gen Z, the top employment priority is an adequate person-job fit, that is, that the position meets his or her needs according to her or his personality – something only every eighth employee finds at work. And only one in three leaders find employee-employer compatibility worth considering. Ranking second with Gen Z is the desire for diverse, interesting assignments and projects. One in seven employees find their responsibilities interesting and diverse and one in four leaders are aware of this priority. As with Gen Y, Gen Z also holds a welcoming work atmosphere in high regard, it being number three of their top expectations. Yet, less than every fourth Gen Z employees feels welcome at their workplace. Here, leaders hardly differentiate between the generations and, as with Gen Y, only one in three are conscious of how highly their own employees value a respectful and appreciative approach in everyday workplace communications.
To gain access to all results as well as the necessary measures leaders and businesses can apply, please contact: Info@Liscia-Consulting.com.