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Forbes
13 hours ago
- Business
- Forbes
Top EY Researcher Says These 3 Things Are Missing For Gen Z Workforce
Building the future of work with Gen Z. The new EY Global Generations Report 2024, based on a survey of over 22,000 individuals across 22 countries, offers critical insights into the evolving ambitions and workplace expectations of Gen Z (those born between 1997-2007). Inside a challenging job market, where both employers and students are questioning the value of a college degree, a non-traditional career path is emerging for high-growth organizations. For business leaders, and Gen Z job seekers, a roadmap to the future of work is being brought to life via a revised understanding of the authentic desires of the youngest generation in the workforce. For companies that want to create greater employee engagement and retention, particularly when working with Gen Z, these three critical elements are where the conversation begins. Marcie Merriman, Cultural Anthropologist at EY. That's according to Marcie Merriman, EY Global People Advisory Services Leader. In an exclusive interview with Forbes, she shared what organizations are missing, when it comes to Gen Z - and how the youngest generation can still find ways to realize their career goals. 'The ambition of Gen Z extends beyond material possessions,' she says via Zoom, referencing the EY study. In the survey, only 31% of Gen Z respondents feel financially secure - but there's more to the story. While nearly 9 out of 10 respondents prioritize financial security, less than two thirds want to 'get rich'. Indeed, wealth can be measured in many ways - including some things that money can't buy. Understanding the values of Gen Z is crucial in the hiring process, for forward-thinking leaders today. "The Gen Z cohort measures success by their mental and physical health, the impact they make, and their ability to live authentically," Merriman says. For Gen Z, this means seeking out roles and cultures that genuinely support their holistic well-being and allow them to connect their daily work to a larger purpose. For organizations, generational expectations demand a rethink on incentive structures and career paths, emphasizing training, leadership development and growth. Contribution, challenge and personal development are places to concentrate. Fostering environments where employees feel genuinely valued, challenged and fulfilled beyond their paychecks isn't easy in the age of AI - but difficult is not the same as impossible. Here are three critical elements that employers need, in order to attract and retain the brightest and best: For Gen Z job seekers, Merriman offers this critical mindset shift for career success: move from a supported to supportive mentality, at work. She says we have to let go of preconceptions around the way the world is supposed to work, so that we can really get to work on what matters. 'Gen Z has lived in a world where the world was designed around serving them,' Merriman says. From parents who tried hard to avert every crisis (including COVID, but it hit us all nonetheless), the feeling that the world is supposed to come to you, support you and protect you is an outdated idea. 'The mindset is, ''I'm supposed to be taught, I'm supposed to be educated.' So whether it's middle school, high school, college, this world is here for my benefit,' she explains. The hard part is shifting into the understanding that the employer is not here for their benefit. 'When you go into an interview, go in with the mindset that you are here to support that employer," she urges. 'In the process of asking questions about what the employer needs and wants, plus how they work, it gives you the opportunity to learn whether this is a place that fits with your values - what a Gen Z employee is looking for.' The interview process, Merriman says, is filled with people jockeying for position - not positioning themselves around authentic and clear communication. And that clarity needs to come from both sides of the desk (or screen, as the case may be). The blueprint for navigating the interview process is leading to disillusionment and frustration, for new hires and hiring managers alike. 'Gen Z's not getting what they thought they would get,' Merriman says. 'Maybe they have a mentality that they could fix it and change it. The employer's not getting what they wanted because they've sold something different. Often they're selling a different value proposition than what they're delivering. There's also a requirement of that paradigm shift around honesty: why you are in that space and is that reason a good fit with what you want as an individual?' she explains. Acceptance, for employers and Gen Z workers, is key. From an understanding of what's expected, needed and required, the best companies arrive at the ability to navigate the future of work. And that acceptance goes both ways, when new hires don't reach into a bag of 'interview tricks and techniques' in order to get the job, because they can accept the importance of serving and supporting an employer. If you are presenting an interview persona, and not an authentic person, the hiring process is not going to lead to aligned outcomes for either party. Authenticity is key, for employers and employees at every level. Being able to authentically accept who you are (as an organization, as an employee) and express those puts and takes with acceptance, candor and courage is vital to effective communication. And for Gen Z in the workforce today, adaptability begins with deeper understanding of what employers really need.
RNZ News
22-05-2025
- Business
- RNZ News
Fewer young people interested in leadership roles, new survey finds
A global survey shows fewer younger workers have their eyes on the corner office. Photo: 123RF An international consulting firm's latest global survey shows fewer younger workers have their eyes on the corner office. Gen Z and Millennials will make up 75 percent of the workforce by 2030, but only six percent of the 23,000 surveyed by Deloitte were motivated by reaching senior leadership positions. Deloitte partner Lauren Foster told fellow Gen X-er, Nine to Noon's Kathryn Ryan, the six percent figure was the key takeaway from the firm's 14th survey - and believed two key elements were at play. Reflecting on her 20s and early 30s, she said "getting the corner office probably wasn't top of mind", and so, "age and stage" was likely to be a factor in the result. But she also suspected current leaders didn't make the top role look that appealing. "When you ask any senior executive how things are going, they're going to tell you they're busy - that's the number one thing. Maybe they look stressed or feel stressed," Foster said. "I think when this generation... [who are] constantly on their devices, and getting all this information, look up at leadership... [it might] not feel super compelling for them." Foster said it was clear the younger workforce wanted to be invested in, but there was a gap between the expectation and reality of on-the-job training and mentoring from leaders - with many of those in management positions Millennials themselves. She said the report also showed that younger workers prioritised setting boundaries, getting more feedback and coaching - things that didn't have to cost a huge amount of money. "Having good conversations with your people, diving into those coaching and mentoring conversations, you don't need to run an expensive programme. To do that, you just need to invest the time." Business New Zealand chief executive Katherine Rich was surprised by the result and said she thought more young people would want to lead. She said younger workers were likely focussed on fulfilling their current role and not necessarily imagining themselves as a chief executive. "But over time this demographic group is going to have to get used to leadership, because it's not that long before Gen X is going to hand over the keys," Rich said. "We are going to have to have a catchment of leaders who are feeling confident and capable." She believed a 'flattening' of hierarchy in some workplaces would encourage the leadership muscle in younger workers. The survey also showed both Gen Z and Millennials had high expectations for their employers, wanted career progression and would job hop to get it. It also showed most prioritised work-life balance. Rich said discussions about work-life balance were positive, but warned it would always be a juggle. "Sometimes I wonder for many if it really is a holy grail, because if you're going to be an elite performer - in anything you do - within business, within life there is always that aspect of working hard, and consistency." Meanwhile, Foster, who has been at Deloitte for 15 years, said she often wondered how many of the firm's graduate intake would still be there in a decade's time. She said the generations were much more mobile and confident they could secure work elsewhere - especially New Zealanders embarking on an OE. Rich said one of the things that stood out for her in the report, was that younger workers were thinking more deeply about purpose, workplace values, and what a job could do to them - and employers needed to pay attention. She said Gen Z-ers were coming through with a confidence she didn't recognise and employers would have to work hard to hold onto them. "There is an investment in the younger generation, and you are going to lose some, so, I think we have to get used to that. "But, I think what this report reminds us is that if there is authentic leadership, where you are engaging with these younger generations. "I think some of us as Gen X leaders can be confident that if we bring out authentic selves we have a lot to teach them - they want to learn, they want to be mentored." Sign up for Ngā Pitopito Kōrero, a daily newsletter curated by our editors and delivered straight to your inbox every weekday.
News.com.au
12-05-2025
- Entertainment
- News.com.au
Tom Cruise wants to make more musicals
The Top Gun actor ventured into musicals 13 years ago when he played rock star Stacee Jaxx in the film Rock of Ages, he has now indicated that one musical outing wasn't enough and he wants to explore that genre again. The action star revealed that musicals were still on his career bucket list during a Tom Cruise in Conversation event at London's British Film Institute (BFI) on Sunday. "Definitely musicals," Cruise said, reports Rolling Stone. "Drama, action, adventures. It's endless. My goals are endless."
