When I read that 76% of companies do not have a strategy for New Work, I wondered whether they simply didn’t consider New Work as a priority or, whether they did, but didn’t know how to design and implement it. But this can be overcome if you start by asking the right questions. Great questions engage action, bring people together, and unlock the potential of the future. And this is where I, as the Chief Tomorrow Officer at T-Systems, come into play.
Members of Generation Z are at the start of their careers – and already they face uncertainty. Jobs and in-demand skills are changing rapidly: half the world’s workforce may need ‘reskilling’ by 2025. Across eight major economies, 100 million people could switch occupation by 2030.
How can Gen Z workers, like me, deal with this? What do they really want? These New Workers are looking for job opportunities to future-proof their careers and take an active stake in the future of work. They want to design ways of working that fit their long-term needs.
What are people from Gen Z really like? They are highly creative and inquisitive. They question norms, and the most prominent question they ask is: Why? Why are things done in a certain way? Why can’t we have everything – a fulfilling professional and personal life, sustainability alongside commercial growth?
For businesses keen to attract these highly qualified employees, the mission is clear: fulfil the needs of Gen Z, or someone else will.
The time to act on this is now. Especially after COVID, questioning norms has the norm. Working patterns are shifting in ways we would never have considered before. Working from anywhere is commonplace and accepted. As long as you have connectivity and do your job in time and budget, where you work from does not matter.
On top of this newfound flexibility, we must recognize that especially young people are deep thinkers. They think about the environment, and about the ethics of the company they work for. They support local brands. They champion social change and inclusion. Most of all, they want to feel appreciated, and trusted to work on their own terms, following their own initiative. Employers should listen to them. If you can align your company’s new work strategy with this set of needs now, you will be best placed to attract the top talents from Gen Z in the coming years. And like that, you have secured your company’s position for the future.