EVEN four years after the pandemic, work flexibility remains a central concern among Malaysian professionals.
In 2023, 52 per cent of Malaysians reported that their employers expect them to be in the office more frequently- a figure that is 17 per cent higher than the global average.
According to Jabra, global product marketing director, Xuanling Lu, amidst these evolving expectations, a significant shift is on the horizon.
"Gen Z is set to become a dominant force in the workforce, surpassing baby boomers for the first time. By 2025, Millennials and Gen Z are projected to comprise over 70 per cent of Malaysia's workforce," said Lu.
The conversation surrounding this generational shift has garnered widespread attention, with headlines featuring everyone from celebrities to psychologists and CEOs.
Terms like "quiet quitting" have emerged, highlighting the perceived disengagement and lack of connection
among younger employees.
A recent report by Jabra, which surveyed 14 countries across the US, Europe, and Asia, delves into the root causes of this disengagement.
The findings reveal that flexibility is the top priority for the newest generation of workers. Moreover, the report underscores how fostering
connections in both virtual and physical work environments can greatly enhance productivity.
Here are some key findings that Gen Z's have highlighted as a priority at work, which can be utilised as a roadmap for employers to better engage their future workforce.
1. Autonomy and flexibility at work: Every week, headlines are made as different leaders of global organizations issue mandates
that appear to disregard any employee preferences and call for a full-time return to the office. While the data showed a significantly increasing number of people going back into the office, it was also captured whether this was autonomous or mandated. Close to 8 in 10 employees said they are currently in jobs giving them the autonomy to choose their workplace each day and 7 in 10 are happy with the flexibility they currently have.
2. Technology and productivity in online meetings: As meeting equity has shifted in hybrid work, remote workers have been challenged in online
meeting environments and making sure everyone can equally participate is vital.
At the same time, poor meeting agendas, not being able to read the room and issues like people speaking over each other could be easily remedied with the right guidance and training. Surprisingly, the simplest and most easily solved issues are still the biggest. Quality of internet connection (48 per cent), quality of audio (32 per cent) and quality of video (28 per cent) were rated significantly higher, as the leading barriers to productivity in meetings.
Despite the increasing number of people returning to the office at least once a week for work, most meetings still take place online. Based on the report, it is highlighted that less than 1 in 3 knowledge workers are using headsets with a boom-arm and only 19 per cent are using a webcam. With this in mind, organisations can tackle some of the biggest pain points of modern-day meetings with professional technology, giving every employee the right audio and video solutions to meet.
3. Gen Z's career satisfaction and work-life balance: Mental well-being and job satisfaction are critical areas of focus, especially for Gen Z. While
74 per cent of Gen Z believe in changing jobs as a career development driver, 52 per cent report feeling stressed and burned out. At the same time, almost half (48 per cent) expect to change jobs within the next year. As much as Gen Z also report that changing jobs is a career development driver, companies need to consider retention and well-being strategies across their workforce.
4. Empathy in leadership: Empathy in leadership is another key finding from the Jabra report. Gen Z would rather have an
empathetic manager than an experienced one and consider honesty and integrity five times more important than experience in a field of work.
Less than 1 in 10 Gen Z employees consider experience and knowledge as crucial qualities.
In a hybrid workforce, fostering connection and belonging through personal and empathetic conversations is essential. Managers should utilise all communication channels and focus on nurturing employee relationships to enhance engagement.
Where employees used to settle with the boundaries and hierarchies of the workplace, hybrid work and Gen Z have accelerated a shift in our understanding of what work and the workplace is. And in order to retain employees in the future, leaders need to step up to understand the shift in
mindsets, attitudes and behaviours in order to equip their workplaces in the best possible way for this future workforce.