Although a Microsoft study indicates that employees belonging to generation Z do not feel comfortable with remote work, since they lack the funds to set up an adequate workspace, specialists complement that these people actually seek digital well-being, that is, the appropriate conditions to carry out their work and an adequate time of disconnection for themselves.
According to José Luis Martínez, managing director of Citrix Mexico, solving the problems between this generation and business leaders must be addressed using “technological tools that allow connection flexibility in a safe way for both the employee and the company. company”.
However, remote work is difficult for this generation to adopt, according to Microsoft’s Work Trend Index , since being younger they tend to be single, which leads them to feel isolated. In addition, they do not have the element of socialization that helps them advance in their projects.
“Without hallway conversations, casual encounters, and small talk over coffee, it’s difficult to feel connected even with the immediate team, let alone create meaningful connections across the company,” wrote Hanna McConnaughey, marketing manager for Microsoft products.
Despite this context, Martínez points out that in terms of resources, companies should be responsible for providing digital tools to their workers, so that they do not worry about how to get them and remain productive.
“These young employees differ from previous generations in that they have only known a world of work driven by technology,” explains Martínez, who highlights that to underpin business success, “companies must understand their values, professional aspirations, work styles , as well as investing in its development. “
In this sense, digital well-being emerges as a key concept to satisfy if one seeks to take advantage of the capabilities of this generation, since for 91% of those who integrate it, the balance between work and personal life is important, according to a recent study by Citrix .
According to this same company, young professionals also seek jobs where they are offered different options, such as the opportunity to work four days a week, have a say in the decisions of what time they start or end their working day, as well as working non-hours. structured or results-based.
Martínez highlights that the reason why employees see their relationships with hybrid work differently is because they now have more time for their work, however, young people are also aware that they want to take advantage of their free time for themselves themselves or their families.
“The business world has to be renewed,” says the specialist, as he explains that this generation has been hyperconnected to technology practically since its birth and, therefore, knows how to use it to be productive, in order to attend to other aspects of their life.
And it is that for Martínez, the fact of working under hybrid models does not mean that he is motivated to always be connected, as this does not represent an increase in productivity. In any case, he concludes, today’s business leaders must understand the digital needs of younger generations, since that talent will be the one that leads companies in 15 years.
