Given the recent debates about Generation Z's behaviors in relation to the workplace, theTalent Academy, HRTech that offers solutions for HR and people managers, carried out a survey with 20 thousand interviewees from its base to identify the differences in profile, purpose, power, motivation and socio-economic-environmental impact, making a comparison between professionals of this and other generations.
“Unlike previous generations, Generation Z was born in the digital age, which profoundly influences their consumption, learning and interaction behavior. Their familiarity with technology, together with a pragmatic and realistic approach to life, positions them as key agents in defining work, consumption and social engagement cultures,” comments Renata Betti, co-founder and CMO of Talent Academy.
Personality
Compared to other generations, Generation Z has a less sentinel profile, with 8.1%, which corresponds to a sensory and self-disciplined attitude, where they tend to be more practical, organized, and responsible. Regarding the "diplomat" category, 3.3% of this generation fall into this context, being intuitive and emotional, that is, more idealistic, empathetic, and mediators. Still in the analysis, 2.5% are more visionary, intuitive, and rational, tending towards logic, strategy, and creativity. Finally, 2.3% explorers, more spontaneous, flexible, and adaptable.
“It is interesting to note that the sentinel is the only role in which Generation Z has a lower percentage when compared to the others, which leads us to consider the hypothesis that this profile may have a tendency to decrease as generations pass,” explains Betti.
Professional profile
Regarding professional behavior, the order of the four mapped profiles also remains consistent between Generation Z and the other groups. Meanwhile, the Z stands out for being 4.1% more practical, 2.7% less interpersonal, and 1.6% less analytical. This predominance of practical professionals may reflect the early stage of their careers and the pursuit of concrete and tangible solutions.
What motivates them
The motivation analysis revealed that the mapped order is similar between Generation Z and the others, with challenge, purpose and autonomy appearing as the three main motivators for both.
However, Z shows a greater emphasis on quality of life, with 4.77%; the feeling of achievement at 2.74%, and specialization at 1.50%, compared to the other groups. On the other hand, the generation shows less emphasis on belonging, with -3.72%, challenge -3.69%, and entrepreneurship -2.25%.
Within the scope of causessocio-economic-environmentalthe research identified that the top three are the same: social equality, education, and prosperity, but the other mapped causes show different priorities for each group. Generation Z stands out for showing greater concern for causes such as freedom (+5.54%), health (+3.17%), and safety (+2.17%) compared to other groups. Furthermore, it shows less emphasis on causes such as justice (-8.70%), prosperity (-4.62%), and education (-1.49%).
“Generation Z brings with it a series of unique characteristics and values, which must be taken into account by companies when defining recruitment, retention and engagement strategies. By understanding the preferences, motivations and concerns of this generation, organizations can position themselves more effectively and in line with the expectations of young professionals”, concludes Betti.
