Another key finding from the survey was that more respondents prioritized work-life balance over pay, although inflation and rising costs of living remain concerns.
In a Randstad survey, 49 percent of respondents said they would go away a job that required them to spend more time within the office. Nearly 70 percent of Gen Z respondents agreed with this statement.
The majority of Generation Z employees also said they’d not work for a corporation that didn’t provide sufficiently flexible working hours – 68%. – and site – 61 percent
Forty-two percent of respondents said they’d not accept a job that was too rigid.
Ultimately, it is the result that counts
Among the respondents, 26 percent quit their job because of lack of labor flexibility.
Work-life balance can also be becoming a better priority for workers, with 95 percent of respondents saying it will be important to their current and future jobs, in comparison with 90 percent who said pay is significant.
Jaya Dass, managing director of everlasting recruitment at Randstad, said organizations must equip their middle managers with the power to raised understand what flexible working looks like and offer this support to their teams.
“[Workers] Instead of profession advancement, they’re on the lookout for growth and development,” she said.
Archana Srinivasan, chief human resources officer at a non-public company and senior fellow on the Institute of Human Resource Professionals, identified that the Covid-19 pandemic has modified the best way flexible working arrangements are offered.
She said members of Generation Z have come to expect this, provided that they’ve likely spent most of their working lives within the post-pandemic era.
Companies must address challenges corresponding to providing look after employees from different generations and ensuring that their differences don’t divide them when working together within the workplace, she added.
“It’s about empowering people from different generations to thrive, not only individually but also collectively,” Archana said.
Workers in Singapore are also in a “excellent place” to require or expect such flexible working options due to the element of trust between employers and employees, she said.
“I think the natural question for employees is, ‘Why should I just sit in the office when I can be productive no matter where I live and no matter what hours I work?’” Archana said.
“At the end of the day, it’s the result that counts, so I would say that has changed.”
4-day working week in Hong Kong? Experts say corporations are reluctant despite Singapore’s move
4-day working week in Hong Kong? Experts say corporations are reluctant despite Singapore’s move
Meanwhile, survey respondents also expressed concerns about social and environmental issues of their workplace.
Thirty-seven percent said they would not join an organization if it didn’t take steps to go green. This was very true for the younger generation, with 67 percent of Gen Z respondents expressing the strongest desire to work for corporations which might be actively working towards sustainability.
Thirty-nine percent said they’d not accept a job if the employer didn’t promote diversity and inclusion.
Family leave, a various workforce and gender pay equity were among the many top equality, diversity and inclusion policies that respondents expected of their current and future workplaces.
