Class of Covid-19
The unique perspective of Gen Z as they enter the workforce
—By Lily Karson and Caitlyn Hocker
Stereotypes about Generation Z (Gen Z) are endless — lazy, job hoppers, unproductive, tech-obsessed — and they don’t stop there. These negative generalizations have recently been replaced by strength, motivation, and resilience. With progressive ideals on key social issues, Gen Z differs in many ways from other generations. It is crucial to understand these differences, especially regarding soon to be college graduates’ expectations as they begin their professional careers.
College students and recent graduates have been particularly affected by Covid-19. According to Roy Maurer, who covers talent acquisition and labor markets for SHRM, they have dealt with an increased and complex number of obstacles: “Between cultural and racial reckonings, layered on top of a global pandemic and ambiguous economy.” With over two years of hybrid school and remote learning, Gen Z can deal with challenges and unusual adversity well. The lack of stability propels students and graduates to reassess what they want from their careers, considering when, where, and how they will choose to work.
Other generations are redefining what they want out of their careers too. According to the Rochester Business Journal, 63% of Americans are re-evaluating their professional priorities due to the pandemic. There is an overall shift in workplace expectations focusing on flexibility, personal well-being, and company values. “Work” itself is evolving and changing; Deloitte Consulting Company suggests that the future of work will see a person who embodies a fusion of talents, interests, and areas of knowledge. As Generation Z becomes the future of the labor force, employers should reassess their approaches in line with this evolution.
The reality
After Covid-19 shook the world and shut down the economy, the labor market made an unexpectedly positive comeback. The number of new jobs has increased in 2022, with entry-level hiring up by 22%. With employers racing to fill entry-level positions, this creates a selective job market for college students upon graduation. Many Gen Zers are willing to keep looking until they find a job that meets their needs and desires. This new generation of workers is assertive, searching for stability, empathy, and a sense of autonomy in their entry-level jobs.
Jane Bredahl is a 2020 University of Michigan alum who entered her first job remotely in the comfort of her bedroom. At first, Bredahl’s work interactions were limited to a screen. “It felt isolating without coworkers, and it made it hard to see the big picture. I just sat there and pressed buttons on a screen all day and thought, is this really a real job?” While the remote work week was difficult, it gave her the ability to run errands, make essential appointments, and find time for herself.
A year later, Bredahl’s company transitioned to a hybrid work model. Spending time in the office, Bredahl recognizes the value of fostering personal and professional connections at her job; a Zoom screen cannot replace face-to-face interactions. Now, Bredahl goes into the office two days a week and still benefits from the flexibility that work-life balance affords her. She would even consider looking for a different job if her company enforced an in-person 5-day work week.
Bredahl shares, “Starting my career in 2020 means I come from a generation of workers that haven’t known anything but this flexibility.” While she realizes that there is a generational gap between workplace expectations, she hopes that the hybrid model becomes the new norm: “You get the flexibility of working from home when you need it, but you also need to be in person to foster those professional connections and personal ones too, and in my eyes, there is no reason that you can’t do both.” Bredahl is one of many recent entry-level employees with this preference. In a survey conducted by Best Colleges, Jessica Bryant reports that 89% of recent graduates say work-life balance is important, and 59% of them say flexibility in their work schedule is necessary for reaching that equilibrium.
After learning remotely and lacking social interactions during the formative years of college, Gen Z has a new appreciation for what it means to feel fulfilled. Gen Z values salary less than every other generation, wanting companies to demonstrate commitment to social challenges and ethics. While expectations to align with company values may seem unrealistic, it is worthwhile to consider why entry-level job seekers have these new, introspective ideals.
Differing skill and views
Covid-19 isolation altered how we manage our emotions, deal with unwarranted obstacles and seek outlets and distractions in the wake of tragic times. College students who transitioned from rigorous, in-person instruction to online education quickly learned to adapt to new ways of learning. Gen Z realized that life is too short. The uncertainty made one thing clear: in-person interaction and a flexible work-life balance are essential for a successful, meaningful career.
Gen Zers are ambitious, creating start-ups and molding new careers daily. Gen Zers know to ask the right questions during interviews and are not afraid to ask for what they want. Understanding that things can change in the blink of an eye, they also feel vulnerable and want to feel wanted and secure in their career choices. Maurer shares, “They have already experienced a lot of ups and downs during the pandemic and want to make sure their employer will be a good, stable fit.”
Most Gen Zers hope to stay with their employer long-term, trumping the job hopper stereotype. With a vision for their lives in which work is not the “end-all, be-all,” they want work to be enjoyable and combine their interests and passions. They vocalize their checklists, such as pay salary, day-to-day projects, company culture, wellness benefits, employee resource groups, and how the company hopes to give back to the community. Providing employees with a realistic job preview that addresses these topics will increase motivation and help job seekers decide whether the company is a good fit.
In addition to their expectations, Covid and our ever-changing modernized world have given Gen Z a fundamentally different skill set. Social media consumes the attention of users, shortening attention spans, promoting multi-tasking, and limiting authentic interactions. But this constant need to be engaged comes with benefits the tech experts of Gen Z can bring to the workplace.
Growing up in a rapidly advancing technological world, Gen Zers seek out the fastest ways to complete something. Being digital natives, they can navigate numerous digital forums, communicate effectively across platforms, and view things from a technological perspective. In fact, according to a 2021 study by researchers Toshav-Eichner and Bareket Bojmel, technology is an enabler in enriching professional knowledge and skills. However, employees’ use of technology and remote work can be decided at their discretion to align with their productivity and capabilities.
One size does not fit all
New college graduates want options. They want flexibility, empathy, and the ability to work from home at their preference. In fact, according to SHRM’s annual report on college students’ job-seeking characteristics and values, nearly 70% of college graduates would like their job to accommodate remote work, but 90% would still want the option to spend time in the office.
These young adults are prioritizing their goals, productivity, and mental and physical health like never before. Jill, a 28-year-old University of Michigan alum, says she enjoys her current hybrid schedule of spending time in the office twice a week. She loves how easy it is “to connect with friends and family for a quick break, spend time outside, and get more work done without the unplanned distractions of being pulled by colleagues in the workplace environment.”
When individuals are not forced to cling to their standing desks and desktop screens at the office, they may even work more, and more efficiently. However, there is much to say about personal preference. Micah, a 29-year-old University of Michigan alum, asserts that his productivity is less at home, as he is easily distracted, running errands, and spending more time on the phone. His ideal schedule is a mix of in-person and remote work, spending three days in the office and two days at home.
Recent and soon-to-be college graduates strive to achieve a sense of work-life balance in conjunction with the desire “to work to live instead of live to work.” A recent study showcases that more than half of college graduates say a full-time job is “just a job,” as they prioritize and discover passions and self-care. Generation Z has the upper hand when demanding workplace autonomy, openly reflecting on values and a workplace culture that is most important to them.
The power of connection
While remote jobs and work-from-home trends rise, college seniors do not hope for a remote future. The yearning for flexible schedules does not disregard the need for in-person interaction. Generation Z values personal connections and relationships, as well as mentorship and networking opportunities. According to a recent survey by the Generation Lab, when asked what they would miss most in a remote future, 74% of college students reported missing an office community and 41% reported missing mentorship.
Jessi, a senior at the University of Michigan, hopes to work 100% in person upon graduation in 2023 but will feel okay with a hybrid schedule if the job description and company are right. She does not want to miss the opportunity to make friends, learn, and network at her first job out of college and build relationships she will have for life.
The Covid-19 pandemic has affected office culture. According to Bloomberg, Gen Z workers say remote work makes it difficult to establish social connections and feel they miss out on important social skills gained in adulthood. Unplanned conversations, or “impromptu conversations,” create the foundation for bouncing ideas off one another and feeling comfortable around colleagues. Young workers in entry-level jobs need face time with coworkers to build trust, comfort, and understanding of company culture. People skills are necessary to accelerate their careers.
Having begun her first job fully remote and then transitioning into a hybrid environment, 2020 U-M alum Bredahl shares her concerns about a fully remote job versus a more integrated hybrid schedule. Being secluded from coworkers, Bredahl found it difficult to learn and receive crucial feedback. But as her company switched to hybrid, everything changed once she could establish connections with her coworkers. She even felt more comfortable talking on the phone with brokers and clients she had finally met in person. Bredahl’s work experiences taught her that “Being in person makes a world of difference for interpersonal connections and networking and things of that nature, which is hugely important for young people.”
In a 2022 study by researchers Bareket-Bojmel, Chernyak-Hai, and Margalit focusing on remote work and job engagement, evidence suggests that remote work does not decrease job engagement. However, employees predisposed to loneliness and working alone from their homes may struggle with their well-being. This is where workplaces may offer programs and interventions to boost in-person activity while simultaneously increasing job engagement.
Moving forward
In recent years, employees’ needs, wants, and desires have changed drastically to strike a balance between a full-time job and personal needs and passions. Current college seniors and recent graduates want freedom and flexibility but also need structure, guidance, and a sense of corporate culture. To hire successfully and keep employees, employers need to listen and enact change.
Young graduates and college students are searching for proactive, diverse companies, strong mental and physical health benefits, mentorship and community opportunities, and most importantly, workplace flexibility. And with more entry-level positions among recent graduates, employers are understanding the need to adjust and flex their work policy, allowing Gen Zers to take the time to find a job best suited to their values.
While Gen Z continues to work hard to build a positive reputation, their demands align with the post-Covid world. Gen Z is a well-educated generation that cares deeply about diversity, identity formation, and the value of time. Gen Zers are putting themselves first so they can positively impact their environments and bring the best versions of themselves to work. And in asking companies to meet their expectations, Gen Zers are contributing to the progression and overall improvement of our society.
Feature photo, U-M Graduation Day; photo by University of Michigan, courtesy of @uofmichigan Instagram page