Exploring Job Satisfaction: Gen Z Versus Millennials and Other Cohorts
Photo by Avi Richards on Unsplash
Inter-generational dynamics have become an intriguing topic in the modern workplace. There is a curiosity about the experiences of different generations on the job market and how their values and expectations influence their job satisfaction. Among the previous groups, generation Z, the demographic born between the mid-1990s and early 2010s, has been on the spot for the past few years because of their unique work beliefs, preferred work habits, and perception of the workplace. These factors keep people wondering whether Gen Z employees are happier than millennials and other generations.
Understanding the factors that contribute to job satisfaction and workplace happiness can help to answer this question. On one hand, feeling proud of their contribution to the organization makes millennials and Gen Xers happy at their respective workplaces. On the other hand, baby boomers connect their work to their identity. This information demonstrates that these generations prioritize traditional metrics, such as salary and job security.
A recent Fortune study indicated that Gen Z employees’ happiness is connected to holistic health elements or how a job affects their financial, physical, mental, psychological, and social health. Excellent examples include level of engagement, work-life balance, and job loyalty. “My job brings out the best in me” is a common statement among this cohort. However, it remains to be the unhappiest at the workplace.
Here are the reasons why working Gen Zers have a high level of unhappiness compared to Millennials, baby boomers, and Gen X.
1. Mental Health Issues
A significant percentage of Gen Z employees are struggling with mental health issues due to multiple reasons. For instance, they joined the workforce during the COVID-19 pandemic, forcing them to deal with inflation and introduction of remote working. The dynamic workplace landscape, caused by technological advancement, might also make this cohort feel more overwhelmed compared to their preceding generations. The increased burnout and stress levels are contributing to their unhappiness.
2. Lack of Persistence
Recent studies recognize Gen Z as the “generation quit” because its working members are ready to resign from their jobs with the slightest inconvenience. This happens because they prioritize work-life balance and self-care and do not associate their work with their identities. Additionally, Gen Zers do not support the “hustle” culture, like other cohorts. Employers are admitting that retaining their youngest workers is a challenge due to their unique desires and demands in the workplace landscape.
3. Digital Nativism
Gen Zers grew up in an era of rapid technological advancement. This environment gave them a unique perspective on the workplace and life in general. For instance, their familiarity with digital tools contributes significantly to their innovation and efficiency, leading to job satisfaction. However, this fluency might affect their happiness, particularly in traditional environments that do not prioritize flexibility and autonomy. Gen Zers prefer working with flexible schedules.
4. Lack of development opportunities
Gen Zers are demanding more mentorship and learning opportunities that facilitate their individual and professional development. While values, beliefs, and perspectives are destined to shift from one generation to another, the considerable difference in these elements has made it challenging for employers to make everyone at the workplace content. This issue is more prevalent among Gen Zs, increasing their resignation rate.
5. Individual Experiences
It is also important to recognize that happiness at the workplace is an individual experience determined by multiple factors that exceed generational characteristics and affiliation. Leadership style and organizational culture shape workers’ experience and contentment in a company. Furthermore, different people within the same generation can have different perceptions of happiness. For instance, some working Gen Zers might prefer traditional working environments that prioritize teamwork and promote a sense of community. While generational differences play a significant role in determining employee happiness, employers should recognize their employees’ individuality and work towards creating an inclusive and supportive environment.
Summary
Gen Zers are less happy and content in the workplace than the millennials, baby boomers, and Gen Xers. Multiple factors like increased resilience, mental health issues, lack of adequate development opportunities, and digitalization have contributed to the lack of contentment in this cohort. Since happy and satisfied employees are more productive, organizations should look for ways to offer their workers a better workplace experience. Strategies like mentoring these young workers will improve job satisfaction and workforce retention. Human resource managers should also create an organizational culture that supports innovation, flexibility, and employee empowerment to enable employees from all generations to thrive and find fulfillment in their work.