Lazy, not very invested… Generation Z (born between 1996 and 2012) does not have a very good reputation with today’s managers, rather generation Y/millennials (1981-1995) or even generation X (1966-1980) . However, in 2025, this generation will represent 27% of the workforce in OECD countries.
We will therefore have to deal with these young people “who suffer from an unfair image”, regrets Muriel Morbe, CEO of the House of Training, a structure backed by the Chamber of Commerce. “This generation simply has a different outlook on the world of work, needs to feel that they have a positive impact on the world and that they are personally fulfilled.”
She is simply “in search of meaning and recognition, which is rather positive”. Thus, 70% of young people from this generation want to work for a company whose values are in line with theirs. A mini-revolution that can disconcert recruiters… This is why the Chamber of Commerce has developed a practical guide. To attract and keep the right profiles, you need to understand their expectations and requirements.
A misunderstood generation
A sign that managers are not in sync, some 40% of Generation Z employees do not feel understood by their employer (Workmonitor Randstad, 2024). This is more than their elders, generations Y and
Managerial cultures have evolved over time: while it was still focused on performance in the 80s and revolved around a leader who energized his team to achieve financial objectives, today it revolves around of freedom. “Vertical, rigid management, with a leader who imposes his decisions, it’s over,” explains Muriel Morbe.
“What is most important today is co-responsibility, decisions must be able to come from everywhere, young employees want their voice to be taken into account and valued, their individuality to be recognized.” It is also a generation that needs a lot of feedback and exchanges and does not hesitate to constantly train to acquire new skills. A real bonus for managers.
But who, in exchange for full commitment, requires being able to be more in control of her time. “There is a real need for work/life balance.” Recruiters and managers who do not take this into account will miss out on interesting candidates and will not be able to retain the right profiles in their companies.
“Because today young people are no longer afraid of leaving a job that no longer satisfies them.” For more than nine out of ten young people, taking a break from their career is not taboo.
