The world of work has experienced a number of revolutions over the past decade—what with the pandemic and the advancement of technology. However, it seems that more change is yet to come.
A study from The Times found that only 1 in 10 Gen Zs want to work from the office full-time.
(Gen Z: a generation of employees born between 1997 and 2012; some of whom haven’t even joined the workforce yet.)
Once lockdown restrictions lifted, many companies gradually returned to the office or adopted a hybrid-working model. For a good number of older employees, this represented some semblance of 'normality’ after what had been a crazy few years.
Few Gen Zers will remember what came before Covid times.
More than one in five Gen Zers already spend most of their working hours at home and exclusively apply for remote jobs. In contrast to their predecessors, this generation prioritises a work/life balance and their mental health. They are shunning the hustle culture and working over their contracted hours. They instead seek roles with flexible hours and jobs that align with their values.
In the past, workers might have been able to look past any unfavourable parts of their jobs and work longer hours because doing so could lead to career progression. Nowadays, a traditional career ladder appears to be a thing of the past, as 64% of job hoppers say frequent moves boost their career mobility and increase their salary. Unfortunately, loyalty doesn’t seem to pay, and Gen Z isn’t dedicating any more of its time to work than it already has to.
The shift to remote working might be hard to grasp for some employers, who may fear that spontaneous idea generation primarily arises from in-office culture. They may also prefer their employees to work from the office so that they can ‘keep an eye on them’. Employers must place more trust in their workforce, because employees that feel valued and empowered are more productive and have a more positive impact on their employers’ bottom lines.
There may be downsides to a wholly remote workforce, however. Co-worker relationships may be stunted by online-only conversations, and it’s rare that these relationships translate to friendships outside of work. There is also a wider fear that people might suffer from a sense of cabin fever if their working and non-working hours are spent within the same four walls. However, the lack of commuting time and a potential increase of energy from working from home might lead employees to spend more of their 5-9 outside of their 9-5 doing something they enjoy, such as engaging in their hobbies.
It isn’t just the workforce that will be affected by any substantial shifts to remote working. Office infrastructure and commuter culture will further decline. If a company’s entire workforce completes their jobs remotely, the need for an expensive office building in a big city becomes redundant. Coffee chains primarily targeting commuters will suffer, for example, which we have already begun to see. However, if employees save money on their commutes, they will spend that money elsewhere and boost the economy in other ways.
If employers accept that working from home is the future, they could put those office rent savings into something that would benefit their employees’ wellbeing and improve team morale.
Whilst in many ways a traditional office job has the potential to be shaken up by Gen Z, not every sector has this luxury. Not every job can be performed remotely, so it’s likely that we’ll see a disproportionate number of applicants for remote roles as opposed to in-person jobs—like those in hospitality, retail, and healthcare.
The Royal College of Nursing has already warned that the NHS is a ‘ticking timebomb’ when it comes to retaining younger staff. In 2023, the overall NHS vacancy rate was 8.4%, which was substantially higher than the overall UK vacancy rate of 3.4%. There are worries about the future of the NHS amid growing dissatisfaction amongst their Gen Z workforce, especially regarding salary, with 22% of young NHS staff unhappy with their remuneration.
Professor Nicola Ranger, Chief Executive and General Secretary of the Royal College of Nursing, said, ‘A new nurse today is likely to face extreme pressure in severely understaffed services, with stagnant pay and little prospect of progression. In these conditions, it’s little wonder so many feel undervalued and overworked.
‘The number of people leaving within the first years of their career has skyrocketed, while applications to study nursing are in collapse. Ministers need to realise you cannot fix a broken NHS without making nursing a more attractive career, starting with a proper pay rise and new investment to grow the workforce.’
A young NHS nurse, stressed from the pressures of their job, might see their peers working in less stressful roles with more desirable hours, less responsibility, and a similar or higher salary—coupled with all the perks of working from home. It’s little wonder the vacancy rate is so high.
With an ageing population, the NHS is and always will be the backbone of our society—the pandemic made it clear just how vital it is. Therefore, we need to ensure that the NHS can continue to function, which means tackling staff shortages.
A good recruitment website design is crucial for attracting Gen Z candidates. They expect a modern, mobile-friendly, user-friendly experience. Engaging content, clear career progression, social media integration, and a strong emphasis on purpose, diversity, and inclusivity could make NHS jobs more appealing and encourage applications.
Many industries were affected by the overnight shift to work from home during the pandemic. Whilst a large percentage of the workforce has returned to ‘normal’, it’s clear that Gen Z is still defining what they want their ‘normal’ to be—and working from the office might not make the cut.
Fast Recruitment Websites can help your agency stand out from the crowd in today’s challenging marketplace. Call us on 01302 288591 for an informal evaluation of your current recruitment website.
