The survey revealed a high percentage of people looking for purpose-driven companies. Unlike Millennials, Generation Z (born between the late 90s and early 2000s) grew up in a digital world, becoming true digital natives. Moreover, they are the most diverse generation in history, which drives their demands in terms of diversity and inclusion.
In a context of constant transformation, understanding what motivates young talents is key to the future of purpose-driven companies. According to a study by Adecco, Generation Z challenges traditional work structures and redefines the concept of professional success. It is no longer just about climbing positions within an organization, but about finding jobs that allow them to learn, grow, and maintain a balance between personal and professional life.
What are Generation Z members looking for in the workplace?
The study reveals that 65% of young people surveyed are not interested in jobs that require absolute presence or limit their free time. The pandemic accelerated this trend, prioritizing flexibility and well-being in their work decisions. Additionally, 73% of those surveyed stated they would prefer to work for companies committed to social responsibility and sustainability.
“The big challenge for companies today is to attract a generation that does not seek promotion as their main goal, but rather learning and continuous development. They value experiences that will allow them to grow without sacrificing their well-being,” says Julián Blausztein, HRBP Manager of Culture and Development at Adecco Argentina.
Another key point is technology. “This generation comes with built-in digital tools, including artificial intelligence, which forces companies to be more attractive in their value proposition to attract these talents” in purpose-driven companies, adds Blausztein.
Generational clash in leadership
Work flexibility has become a point of friction between generations. While older CEOs often associate the office with control and productivity, Generation Z values autonomy and efficient use of their time. Adecco points out that there is a clash with leaders who want to return to full in-person work, while young people prioritize avoiding long commutes and optimizing their workday.
In addition, well-being and personal satisfaction are fundamental aspects for productivity. “The idea that the office is synonymous with productivity is still ingrained in many organizations. However, what truly drives performance is the well-being of employees. Moments of disconnection and flexibility contribute more to efficiency than absolute control,” he concludes.
How can companies adapt?
To attract and retain young talent, organizations must rethink their work models. Salary remains important, but benefits and flexibility are becoming increasingly decisive. Companies that engage in their employees’ well-being will not only improve their productivity but will also stand out in an increasingly competitive market.
Key trends to attract Generation Z talent:
Remote and flexible work: Priority to balance personal and professional life.
Continuous learning: Value skill development over a linear career.
Diversity and inclusion: Seek work environments with strong values in equity and opportunities.
Well-being and mental health: Companies that promote a culture of well-being will be more attractive to this generation.
A new paradigm in the workplace
Purpose-driven companies that understand and embrace these changes will be better positioned to attract and retain young talent. Adapting the work environment to the expectations of Generation Z is not just a hiring strategy but an investment in the future of the business.
