What Employees Really Want
Gen Z doesn't want to work anymore – or do they? The fact is, many employees are experiencing a decline in satisfaction and motivation. What’s the reason?
On one side, there’s a shortage of skilled workers; on the other side, unemployment is rising. We hear terms like Quiet Quitting, Work-Life Balance, and Remote Work. These aren’t just buzzwords; we’re amid a significant shift in the job market.
A few years ago, companies had the luxury of choosing from a wide pool of candidates. Those who didn’t perform well had to worry about their jobs. While this is still true today, the pool of potential candidates leaves much to be desired.
Many employers struggle to fill open positions. If a job listing offers only free coffee and a fruit basket, it's unlikely to attract many applications.
“Isn’t that enough?” might be a thought from someone from Gen X or older. Well, it was sufficient back then. And that’s the point. Comparing the situation to previous years, it’s evident that there were – and still are – diligent, committed employees. Certainly. There was a more or less fair compensation – but most importantly, it allowed people to build something for themselves!
Work conditions were different: Those who think that the digital age makes everything easier for people must also see that with this digitalism came more pressure, more work, and higher performance expectations. After all, no company uses digital tools to relieve their employees and give them more leisure time. Instead, this saved time is used to handle additional tasks – to achieve more – to earn more. This is great for the economy.
However, the workload for individual employees is increasing. It should be noted that compensation remains the same. Life has become more expensive, and in recent years, it has become quite drastic. Young people can hardly afford to buy their own homes without parental help. One must understand the younger generations: why work full-time and with dedication if you can’t create anything of your own? Some Gen Z individuals might therefore prefer to prioritize leisure to at least enjoy their lives more.
According to the Deloitte Gen Z & Millennial Survey 2023, four in ten young people in Austria are living paycheck to paycheck. This means they spend all their income on daily living expenses and cannot save for larger purchases or a home. Given the rising cost of living, many respondents face existential fears. Generation Z, in particular, struggles with inflation and increasing prices, finding it hard to remain optimistic about the future. This financial uncertainty contributes to many young people questioning their work motivation and commitment.
Amid the stereotypes of “lazy Gen Z” and “Baby Boomers and Gen X criticizing younger generations” are the Millennials. Most of them are torn between both opinions. While the economy must function, the desire for a work-life balance (i.e., working yes, but also having enough time for family and hobbies) is growing. They are the gap that needs to be filled in the missing workforce.
The Real Reasons for Lack of Work Motivation
When we talk about a lack of work motivation, we’re not referring to a disinterest in working or a voluntarily chosen unemployment. No, most people do want to work. However, workplace conditions and management attitudes often lead to what is known as Quiet Quitting (or even actual resignations).
Money is not always the primary motivator. It could even be argued that money is becoming less of a driving force. While adequate compensation to cover living costs is undeniably important, inflexibility and a lack of delegation of responsibility are increasingly causing employees to change jobs.
An employee who desires more family time will not be happy simply receiving a company car. It’s a nice perk, but it doesn’t address their fundamental wish. Flexible working hours or remote work would cost the company less and provide a happier, more motivated worker.
Many jobs could be performed remotely. However, a lack of trust from upper management prevents this. It’s not just about the ability to work from home but also about being trusted and valued as a reliable and trustworthy employee. Of course, it should be noted that remote work is not possible in all industries.
Leaders also face new challenges. Many managers are expected to offer their employees more flexibility and autonomy while still maintaining control over business processes. Finding this balance is not easy for everyone. Additionally, managers themselves experience increased performance pressure and must enhance efficiency and drive innovation with sometimes limited resources, all while meeting the needs of their teams.
Mental health is playing an increasingly important role in workplace satisfaction, yet there is significant room for improvement in Austria. According to Deloitte, one-third of young employees in Austria feel burned out due to high workloads. 56% of Gen Z and 38% of Millennials report negative workplace experiences affecting their mental health. Despite these alarming figures, less than half of respondents feel their employer takes mental health seriously. However, for over 75% of Gen Z and Millennials, corporate initiatives supporting mental well-being are crucial when choosing an employer.
Authoritarian hierarchies are outdated. For many, conversations on equal footing are unthinkable. It is not uncommon for seasoned older men to be lectured in a harsh tone by their superiors. Younger employees no longer tolerate this, and that is a positive development. Reading through the comments on social media under job-related posts often reveals various fears: the fear of having to tell the boss that one is sick; the fear of being berated by a grumpy colleague the next day; the fear of asking for a raise. These are things that, in 2024, should ideally be communicated openly.
Considering the sum of these factors, the solution for happy employees seems to be: appreciation, trust, and communication, combined with fair (inflation-adjusted) compensation. If managers more frequently engaged in conversations with individual employees, listened openly and entrusted them with more responsibility and autonomy, many resignations might never have occurred.
Many companies in Austria have already started to find innovative solutions to meet these new demands. Some offer flexible working models, additional mental health programs, or involvement in decision-making processes to attract and retain talented employees. However, these changes do not happen overnight and require both structural adjustments and a shift in mindset at the leadership level.
Photos: Shutterstock
