How Can Businesses Encourage Their Gen Z Employees Back to the Office to Get Ahead in Their Careers?

Departing PWC boss, Kevin Ellis CBE, recently made headlines by claiming younger ‘Gen Z’ employees should work from the office more to ‘get ahead’ in the AI era. 

These comments fit with the prevailing views of global CEOs: two-thirds think workers will return to the office five days a week within the next three years.

In the era of artificial intelligence (AI), where machines look set to take on relatively simple jobs normally assigned to younger workers, it will become more important for businesses to place additional focus on helping these workers to get ahead in their careers.

Is a return-to-office mandate the answer, or could it hamper the retention of Gen Z workers?

Recruitment software experts, Occupop, explore how businesses can better understand their Gen Z employees, with the aim to retain, nurture and grow their skillsets.

Gen Z and the AI Revolution

The AI revolution continues apace, with the same survey reporting that 42% of UK bosses have implemented AI technology within the past year.

Machines now handle routine tasks, leaving humans to focus on higher-value work.

 From chatbots handling customer inquiries to algorithms analysing data patterns, AI permeates various aspects of business, particularly within the legal, financial and IT sectors.

Gen Z, often cited as being born from 1997 onwards, is a digital-native cohort.

They crave autonomy, value rapid career progression and seek instant feedback. Their affinity for remote work and digital connectivity shapes their workplace expectations.

However, perhaps due to their tech literacy, 52% of Gen Z workers claimed to be worried about AI compared to Millennials (45%) and Gen X (33%).

As companies grapple with return-to-office decision, the Gen Z perspective is crucial.

What are Gen Z’s workplace priorities?

Understanding Gen Z will be crucial to tapering your return-to-work strategy.

Gen Z thrives in environments that offer autonomy, which may predispose them to remote working. Remote work provides the flexibility they desire, allowing them to balance their personal and professional lives effectively.

Gen Z also expects seamless digital experiences. They value tools that enhance collaboration, communication, and knowledge sharing. Organisations must invest in technology that aligns with their preferences – whether remotely or in the office.

Gen Z also seeks continuous learning and skill development, with 76% seeing learning as key to their professional advancement. Employers should provide mentorship, training programs, and pathways for career advancement.

Crafting a Gen Z-Centric Return-to-Office Policy

David Banaghan, Co-Founder and Interim CEO at Occupop, said: “Now worth an estimated £16.8 billion to the UK economy, it’s important businesses act fast on the topic of AI.

“While a five-day office-based routine may best reap the benefits of this, Return-to-office policies should also reflect empathy, flexibility, and a commitment to nurturing young talent.

“As businesses navigate this transformative period, try to prioritise both technological advancement and the well-being of our youngest workforce members.”

Here are some points to consider:

Flexibility First

Employers are likely best blending in-person and remote work to accommodate Gen Z’s preferences.

Consider outcome-based metrics to evaluate performance based on results, not hours spent in the office.

Tech-Driven Solutions

Digital Collaboration Tools are key to Gen Z’s communications style. Invest in platforms that facilitate virtual teamwork.

Rather than looking externally, place pride in upskilling. Offer online courses and certifications to nurture Gen Z’s skills and lust for learning.

Mentorship Programs

If you are looking to return to a five-day week, provide structured guidance, such as formal mentorship programs that bridge generational gaps.

Consider ‘reverse mentorship’ initiatives, too, which allows Gen Z to mentor older colleagues on digital trends.

Conclusion

As the workforce of the future, Gen Z should be consulted on return-to-office mandates.

By understanding their needs, values, and aspirations and by adopting flexible, technology-enabled approaches to support their career development, businesses can cultivate a high-performing Gen Z workforce capable of thriving in the digital age.