立即打开
95后们已经受不了居家办公了

95后们已经受不了居家办公了

Jane Thier 2022-06-26
在经历过几年的视频会议之后,越来越多的Z世代开始对远程办公感到厌倦。

图片来源:GETTY IMAGES

对于最年轻的上班族而言,居家办公并不是最重要的。

美国优秀高中生协会的2022年职业兴趣调查显示,不到四分之一(23%)的Z世代(指在1995年至2009年期间出生的人)感觉远程办公对自己“非常”或“极其”重要。该协会调查了近11500名高中和大学年龄的美国人。报告称,在新冠疫情期间的远程授课可能让大批Z世代对远程办公产生了抵触。同样,有大批Z世代不希望在Zoom上开始自己的新工作。

只有13%的受访者表示喜欢远程培训和入职培训,有63%的受访者表示希望培训采取面对面的形式。美国优秀高中生协会的调查发现,远程办公并不属于Z世代求职时最看重的三个因素之一;他们优先重视的是所有员工享有公平待遇、生活质量与灵活性,以及企业社会责任等。

许多Z世代高度重视个人成长;尤其是有清晰的晋升渠道和福利待遇的就业岗位,能够吸引Z世代。LinkedIn在今年早些时候开展的一项调查发现,40%的Z世代上班族为了从事提供职业发展机会的岗位,愿意接受降薪5%。

2022年的大学应届毕业生奥利佛·保尔在今年5月对《财富》杂志说:“人们希望可以快速成长,[而且]导师制非常重要,让人们能够与管理者或董事从个人层面建立更亲密的联系。”他补充道,公司如果忽视Z世代对于个性化支持和成长的预期,“将会错失优秀人才”。

毕竟,Z世代是“大辞职潮”(Great Resignation)的引领者。人才招聘网站Lever的报告称,约有40%的员工计划在不到一年时间内离职,但Z世代的比例达到了65%。

CareCentrix的首席执行官约翰·德里斯科尔在《财富》杂志的圆桌会议上表示:“我并不认为大辞职潮是为了工资。我认为关键在于团队、信任和使命。随着劳动权力和劳动选择权重新回到员工手中,如果公司无法满足员工的预期,就会面临更高风险。”

Z世代渴望有良师辅导

Z世代希望现场办公,从而通过拓展人脉受益。在新冠疫情期间缺少面对面辅导,导致Z世代更难理解职场准则,无法在职业发展的关键节点建立有意义的人际关系。

24岁的拉布米特·辛格是德勤(Deloitte)一名远程办公的员工。他告诉《财富》杂志:“这是一场困难的挑战。培训甚至与同事见面的机会有限,因为在Zoom环境下的交流并不像面对面交流一样有意义。”

缺乏指导的问题,在分散的团队成员身上普遍出现的各种小焦虑中体现的淋漓尽致,例如在使用Slack通信时,对于恰当礼节的纠结等。

通讯软件公司Loom最近对Slack焦虑的普遍性进行了研究。公司的首席执行官乔·托马斯上周对《财富》杂志表示:“人们高度重视团队联系,不只是为了提高工作效率和增强协作,也是为了可以在工作中展现真实的自我,从而提高工作满意度、减少压力和获得内心的平静。职场新人觉得自己要更加小心翼翼;于是他们更容易自我怀疑。”

美国优秀高中生协会的研究给Z世代和招聘他们的公司带来了好消息:至少部分时间在办公室办公,或许是让所有人都能够接受的方案。(财富中文网)

译者:刘进龙

审校:汪皓

对于最年轻的上班族而言,居家办公并不是最重要的。

美国优秀高中生协会的2022年职业兴趣调查显示,不到四分之一(23%)的Z世代(指在1995年至2009年期间出生的人)感觉远程办公对自己“非常”或“极其”重要。该协会调查了近11500名高中和大学年龄的美国人。报告称,在新冠疫情期间的远程授课可能让大批Z世代对远程办公产生了抵触。同样,有大批Z世代不希望在Zoom上开始自己的新工作。

只有13%的受访者表示喜欢远程培训和入职培训,有63%的受访者表示希望培训采取面对面的形式。美国优秀高中生协会的调查发现,远程办公并不属于Z世代求职时最看重的三个因素之一;他们优先重视的是所有员工享有公平待遇、生活质量与灵活性,以及企业社会责任等。

许多Z世代高度重视个人成长;尤其是有清晰的晋升渠道和福利待遇的就业岗位,能够吸引Z世代。LinkedIn在今年早些时候开展的一项调查发现,40%的Z世代上班族为了从事提供职业发展机会的岗位,愿意接受降薪5%。

2022年的大学应届毕业生奥利佛·保尔在今年5月对《财富》杂志说:“人们希望可以快速成长,[而且]导师制非常重要,让人们能够与管理者或董事从个人层面建立更亲密的联系。”他补充道,公司如果忽视Z世代对于个性化支持和成长的预期,“将会错失优秀人才”。

毕竟,Z世代是“大辞职潮”(Great Resignation)的引领者。人才招聘网站Lever的报告称,约有40%的员工计划在不到一年时间内离职,但Z世代的比例达到了65%。

CareCentrix的首席执行官约翰·德里斯科尔在《财富》杂志的圆桌会议上表示:“我并不认为大辞职潮是为了工资。我认为关键在于团队、信任和使命。随着劳动权力和劳动选择权重新回到员工手中,如果公司无法满足员工的预期,就会面临更高风险。”

Z世代渴望有良师辅导

Z世代希望现场办公,从而通过拓展人脉受益。在新冠疫情期间缺少面对面辅导,导致Z世代更难理解职场准则,无法在职业发展的关键节点建立有意义的人际关系。

24岁的拉布米特·辛格是德勤(Deloitte)一名远程办公的员工。他告诉《财富》杂志:“这是一场困难的挑战。培训甚至与同事见面的机会有限,因为在Zoom环境下的交流并不像面对面交流一样有意义。”

缺乏指导的问题,在分散的团队成员身上普遍出现的各种小焦虑中体现的淋漓尽致,例如在使用Slack通信时,对于恰当礼节的纠结等。

通讯软件公司Loom最近对Slack焦虑的普遍性进行了研究。公司的首席执行官乔·托马斯上周对《财富》杂志表示:“人们高度重视团队联系,不只是为了提高工作效率和增强协作,也是为了可以在工作中展现真实的自我,从而提高工作满意度、减少压力和获得内心的平静。职场新人觉得自己要更加小心翼翼;于是他们更容易自我怀疑。”

美国优秀高中生协会的研究给Z世代和招聘他们的公司带来了好消息:至少部分时间在办公室办公,或许是让所有人都能够接受的方案。(财富中文网)

译者:刘进龙

审校:汪皓

For the youngest employees, working from home isn't everything.

Less than a quarter (23%) of Gen Zers feel remote work is “very” or “extremely” important to them, per the National Society of High School Scholars’ 2022 Career Interest Survey. The report, which polled nearly 11,500 high school and college-aged individuals, says that remote schooling during the pandemic may have turned swaths of Gen Z off from remote working. So, too, might starting a new job over Zoom.

Only 13% of respondents said they favor remote training and onboarding, whereas 63% said they'd rather do it in person. Remote work doesn’t even crack the top three things Gen Z is looking for in a job, the NSHSS survey finds; they prioritize fair treatment of all employees, quality of life and flexibility, and corporate social responsibility.

Many expressed substantial desire for developmental growth; they’re especially attracted to jobs that provide clear onramps to promotion and benefits. A LinkedIn survey from earlier this year corroborates that, finding that 40% of Gen Z workers would be willing to accept a 5% pay cut to work in a position that offers career growth opportunities.

“People want to grow quickly, [and] mentorship—being able to connect with the manager or director on a more personal level—is extremely important,” Oliver Pour, a 2022 college graduate, told Fortune in May. Companies that ignore Gen Z’s expectations for personalized support and growth “are going to lose out on great talent,” he added.

After all, Gen Z is still leading the charge on the Great Resignation. About 40% of employees plan to leave their jobs in under a year, but that number jumps to 65% among Gen Z, per a report from talent acquisition site Lever.

“I don't think the Great Resignation is about wages. I think it's about team, trust, and purpose,” John Driscoll, CEO of CareCentrix, said at a Fortune roundtable. “And if you don't get that right, you are more exposed…as labor power and choice return to employees.”

Gen Z craves mentorship

Gen Z also wants to work in person so they can reap the benefits of networking. Lack of in-person mentorship during the pandemic has made it more difficult for Gen Z to navigate workplace norms and establish meaningful bonds at a critical juncture in their career development.

“It was a struggle,” Rabmeet Singh, 24, a remote employee at Deloitte, told Fortune. “The trainings, and even the opportunity to meet your peers, was limited because in a Zoom setting, it's not as meaningful as it is in person.”

That lack of guidance manifests in all kinds of small anxieties endemic to a distributed workforce, such as agonizing over proper Slack messaging protocol.

“People deeply value team connection—not only for improving productivity and collaboration, but also for increased job satisfaction, decreased stress, and the peace of mind that comes from expressing your true self at work,” Joe Thomas, CEO of communication software firm Loom, which recently conducted a study on the pervasiveness of Slack anxiety, told Fortune last week. “Those new to the workplace feel the need to be more careful; they doubt themselves more.”

NSHSS’s research offers good news for both Gen Z and the companies that hire them: Going into the office, at least some of the time, just might work for everyone involved.

热读文章
热门视频
扫描二维码下载财富APP