FMJ Facilities Management magazine providing industry-specific intelligence to FM and property professionals
This is the first time in history that employers are managing five different generations. Surveys have shown that while Gen Z report lower job satisfaction and burnout than any other group, 73 per cent of over 50s feel overlooked by employers and that their age holds them back from being considered for certain workplace opportunities. How important is it that each generation feels seen and valued at work?
THE EMPLOYEE EXPERIENCE SPECIALIST’S VIEW
IAIN SHORTHOSE,
MANAGING DIRECTOR OF PARAGON WORKPLACE SOLUTIONS
Both as individual generation groups, and collectively, it is vital for the short and long-term success of any business dependant on ‘knowledge workers’, that all workers feel heard and valued.
Insights from Paragon Workplace Solutions’ latest workplace report, found that 83 per cent of Gen Z describe themselves as job hoppers – likely to have more than 10 roles by their 35th birthday. A strong driver for this is where they don’t feel they are getting the development needed to progress. Here, they are 13 per cent less likely than other generational groups to agree they get the training and development required to progress. The report also suggests this is the biggest driver of ’side hustles’ amongst the younger generations, leading to a decrease in productivity.
Without the more experienced employees in the workplace (over 50s), the development and growth of younger employees is impacted, resulting in a reduction of knowledge transfer, and the increased likelihood of organisations losing their best young talent.
The report also suggests Gen Z and Gen X share very similar views when it comes to expectations, wants and needs from the workplace and their employers. It is Millennials that are the unique generation and appear to be the most transient. It is therefore critical that the workplace of the future can flex to meet the needs of all generational groups if it is to play a role in supporting business goals.
The workplace also continues to play a pivotal role in retracting and retaining talent. In the survey 50 per cent of Gen Z said the physical workplace played a role in their decision to join their current employer and 34 per cent said the workplace was part of the reason they resigned.
People and property are typically an organisation’s biggest cost and if managed correctly, their biggest assets. Therefore, giving all employees a voice when it comes to creating an environment where they can thrive, will provide a measurable Return on Workplace Investment (ROWI).
The relationship between people, place, process and technology can often be fraught with contradictions. Too many organisations are still using employee engagement surveys to give employees a voice to shape the workplace, but three questions as part of a 50-question survey on whether they feel inspired by their environment is not usable insight. Nor is making decisions based on the views of the ‘Highest Paid Person In The Office’ (HIPPO) or a small working group of the most vocal colleagues.
Making the decision to give all employees a voice in a structured way using both quantitative and qualitative insights, will go a long way towards creating an environment that not only works for all generations, but ensures the interactions they have with each other and their working environment, deliver measurable benefits for the organisation and its customers.
