Valta vaihtuu hiljaisesti työpaikoilla, kun jo joka viides kuuluu Z-sukupolveen – näin he muuttavat työelämää
A new generation is quietly reshaping workplaces, challenging old norms and paving the way for a new work culture. With nearly one in five employees belonging to Generation Z, the youngest cohort in the workforce, their influence is becoming increasingly significant. Studies show that Gen Z individuals value work-life balance, opportunities for growth, and the ability to make an impact at work. Alignment of employer values with their own is paramount for many in this generation. The presence of up to four generations in some workplaces has raised questions about how this influx of Generation Z is transforming the work environment.
Younger generations are not content with simply following traditional practices; they are pushing boundaries and demanding change in workplaces.
Jenna-Mari Ahola, a 27-year-old recruitment specialist at the City of Lahti, represents the older spectrum of Generation Z. She emphasizes the importance of feeling valued at work, having her opinions heard, and collaborating in a positive team environment. Similarly, Niina Tojkander, a 27-year-old nurse at Päijät-Sote emergency services, seeks a dynamic work environment that fosters continuous learning and personal development. Both Ahola and Tojkander have observed differences in the attitudes and work styles between younger and older colleagues.
The intergenerational dynamics in workplaces present both challenges and opportunities, encouraging flexibility and innovation in work practices.
Aino Heikkilä, Development Manager at E2 Research, notes that older employees appreciate the assertiveness of younger generations in setting boundaries and standing their ground. However, this assertiveness can sometimes lead to tensions within the workplace, especially when it clashes with established norms and practices. The need for negotiation arises when differing generations hold conflicting views on work-related matters.
“The clash of generations can be seen in communication styles, leadership preferences, and the valuation of work, posing challenges that require open dialogue and understanding.”
According to Lari Hintsanen, CEO of Deloitte Finland, younger employees seek guidance and support from their more experienced counterparts, highlighting a gap in expectations between generations. The discrepancy in mentoring approaches can hinder the professional growth of younger employees and impede the integration of their ideas into the workplace.
“Bridging the gap between generations is essential for fostering a collaborative and inclusive work environment.”
The transfer of tacit knowledge and experiential wisdom from older to younger employees is crucial for mutual growth and development. While older workers offer valuable life insights and holistic perspectives, younger employees bring in digital prowess and innovative thinking. Failure to accommodate the needs and preferences of Generation Z in the workplace could lead to decreased competitiveness for companies and potential disengagement among younger employees, resulting in higher turnover rates and increased recruitment costs.
“The evolving power dynamics in workplaces, influenced by Generation Z, signify a gradual shift towards a more inclusive and collaborative work culture.”
As Generation Z continues to assert its presence in the workforce, organizations must adapt to meet their expectations and leverage their unique strengths to thrive in an ever-changing professional landscape. The transformation brought about by this new generation is not just a trend but a fundamental shift towards a more agile, diverse, and innovative work environment that values the contributions of all generations.
