Generation Z at work: performance motivation or reluctance?
Generation Z at work: performance motivation or reluctance?
In the current discussion about the work motivation of Generation Z, it becomes increasingly clear that clichés often contain a real core. Entrepreneur Fredrik Harkort reports on an applicant of the Gen Z, who expressed the desire to change the job after only six months in the job. Her high demands on the employer included expectations for personal development and the desire for part -time work, while she rejected a performance -oriented environment. These stories are not isolated; They reflect general behavior that is characterized by claims and contradictions. A survey by EY shows that only 43% of gene Z in Germany feel motivated at work, in contrast to 63% of baby boomers. These are alarming numbers that should indicate a thorough analysis of the needs and motivations of this generation.
The identity of gen z is shaped by its upbringing in a digital world. These “digital natives” are the best formed generation and have clear ideas about what their working environment should look like. You want not only constant further development and recognition, but also a work environment that is structured and sensible. A study published in MdPi analyzes the decisive motivators that influence general motivation and loyalty in the job. The work environment, leadership styles, corporate culture and the possibilities for personal development play a central role.
The challenges in personnel management
gen z shows a tendency to dislike teams and often change the workplace. This presents companies with the challenge of finding ideal candidates and maintaining their motivation. According to the study, the main factors that drive the work performance of Gen Z are a positive work environment, fair remuneration and development opportunities. The synthesis of these factors is crucial in order not to endanger the company's innovative strength and competitiveness.
Another central element is the appreciation and honest feedback from managers. Bleiben Sie informiert: Jeden Abend senden wir Ihnen die Artikel des Tages aus der Kategorie Studie – übersichtlich als Liste. The findings indicate that companies have to rethink their strategies for employee loyalty and motivation. Gen z longs for individual recognition and development opportunities, but is also sensitive to factors that can lead to demotivation. A targeted personnel management strategy that responds to the needs of this generation can contribute decisively to employee loyalty. conclusions and implications
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| Ort | Rumänien |
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