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绝大多数Z世代一线员工产生职业倦怠,并有辞职的念头

Chloe Berger
2024-10-31

产生职业倦怠的Z世代一线员工的数量惊人。

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图片来源:Kevin Fleming—Getty Images

刚步入职场的人,可能也是最早辞职的一批人。如果工作不符合他们的需求,Z世代就准备辞职。总体而言,最年轻的一代上班族正在成为工作中最不开心的一代人。但他们在一线工作时似乎感觉更痛苦。

一线员工经常加班且薪酬较低,因此他们感觉被逼到了崩溃的边缘。UKG公司的调查显示,在近13,000名受访的一线员工中,大多数(75%)产生了职业倦怠感。而在从事一线工作的Z世代中,这个比例提高到83%。

根据2023年一份微软(Microsoft)报告的估计,一线员工或者直接与顾客打交道的员工占劳动力的80%。与普通消费者打交道并不轻松。许多雇员领着低薪在高压环境下工作。

最不满意的当属Z世代,有61%的Z世代表示对整体工作体验不满,而所有上班族有类似感受的比例为55%。而且他们准备对职业倦怠采取行动,因为有超过三分之一的Z世代表示,由于工作对他们的身心健康造成了负面影响,他们会辞职。

Workplace Intelligence公司(与UKG联合开展了上述研究)主理合伙人丹·施瓦贝尔在相关新闻稿中写道:“我们的全球研究发现,并非所有职场文化都支持Z世代和一线劳动力。”他补充道:“有一点是所有世代都确定的,那就是:如果不能改善一线员工的工作体验,就会有失去宝贵人才的风险。”

倦怠的一线员工

事实证明,保持客户满意度并非总是那么令人满意。

在疫情之初,与日益困难甚至怀有对立情绪的消费者打交道的麻烦,引起了关注。科德角一家餐厅,由于消费者对待员工的方式而停业一天,然后登上了媒体头条。餐厅也面临人手不足的问题,但顾客似乎并不理解这一点。

问题依旧存在。三分之一一线员工感觉在工作中没有得到尊重,而Z世代尤其厌倦现状。

不仅年轻人不满意,大多数一线员工都感觉压力重重。但最年轻的一代职场人士最有可能离职。

Z世代员工表示,在工作中与人们打交道,严重影响了他们的心理健康,比例远高于其他世代(分别为72%和62%)。有59%的一线员工表示,他们会因为“与上司、同事或顾客之间的负面互动”而选择辞职,而Z世代的比例高达71%。

Z世代真正想要的是什么

这可能并不令人震惊。年轻人也希望拥有其他世代青睐的东西:对工作方式和工作地点的自主权,当然还有丰厚的薪酬。

在疫情初期,员工(主要是白领员工)享有更大的灵活性。这是一项对许多人有吸引力的福利,而且事实证明,在恢复办公室办公的要求下,许多员工不愿意放弃这项福利。一线员工发现,他们与公司白领员工的待遇有巨大差异,这可能激发了他们对更大灵活性的渴望。近一半(49%)受访者表示,公司有两种不同的文化:“一种是一线员工的文化,一种是其他人的文化。”

虽然在选择工作时薪酬才是最重要的因素(71%),但工作-生活平衡或灵活性和工作时间安排排在第二位。总体而言,27%的受访一线员工表示,他们会因为缺乏职场灵活性而辞职。

后一种福利对Z世代尤其重要。超过一半(58%)的Z世代表示,宁愿有更多休假时间,而不是加薪。与此同时,有29%的Z世代表示,他们会为了每年额外一周的带薪休假而拒绝晋升。

施瓦贝尔写道:“过去五年,人们的工作偏好迅速发生变化。当你将这一点与Z世代一生所熟知的数字化、按需生活方式结合起来,就很容易理解为什么在工厂、医院、学校、仓库或零售店等实体地点僵化的工作模式,会让年轻上班族渴望更多选择。”(财富中文网)

译者:刘进龙

审校:汪皓

刚步入职场的人,可能也是最早辞职的一批人。如果工作不符合他们的需求,Z世代就准备辞职。总体而言,最年轻的一代上班族正在成为工作中最不开心的一代人。但他们在一线工作时似乎感觉更痛苦。

一线员工经常加班且薪酬较低,因此他们感觉被逼到了崩溃的边缘。UKG公司的调查显示,在近13,000名受访的一线员工中,大多数(75%)产生了职业倦怠感。而在从事一线工作的Z世代中,这个比例提高到83%。

根据2023年一份微软(Microsoft)报告的估计,一线员工或者直接与顾客打交道的员工占劳动力的80%。与普通消费者打交道并不轻松。许多雇员领着低薪在高压环境下工作。

最不满意的当属Z世代,有61%的Z世代表示对整体工作体验不满,而所有上班族有类似感受的比例为55%。而且他们准备对职业倦怠采取行动,因为有超过三分之一的Z世代表示,由于工作对他们的身心健康造成了负面影响,他们会辞职。

Workplace Intelligence公司(与UKG联合开展了上述研究)主理合伙人丹·施瓦贝尔在相关新闻稿中写道:“我们的全球研究发现,并非所有职场文化都支持Z世代和一线劳动力。”他补充道:“有一点是所有世代都确定的,那就是:如果不能改善一线员工的工作体验,就会有失去宝贵人才的风险。”

倦怠的一线员工

事实证明,保持客户满意度并非总是那么令人满意。

在疫情之初,与日益困难甚至怀有对立情绪的消费者打交道的麻烦,引起了关注。科德角一家餐厅,由于消费者对待员工的方式而停业一天,然后登上了媒体头条。餐厅也面临人手不足的问题,但顾客似乎并不理解这一点。

问题依旧存在。三分之一一线员工感觉在工作中没有得到尊重,而Z世代尤其厌倦现状。

不仅年轻人不满意,大多数一线员工都感觉压力重重。但最年轻的一代职场人士最有可能离职。

Z世代员工表示,在工作中与人们打交道,严重影响了他们的心理健康,比例远高于其他世代(分别为72%和62%)。有59%的一线员工表示,他们会因为“与上司、同事或顾客之间的负面互动”而选择辞职,而Z世代的比例高达71%。

Z世代真正想要的是什么

这可能并不令人震惊。年轻人也希望拥有其他世代青睐的东西:对工作方式和工作地点的自主权,当然还有丰厚的薪酬。

在疫情初期,员工(主要是白领员工)享有更大的灵活性。这是一项对许多人有吸引力的福利,而且事实证明,在恢复办公室办公的要求下,许多员工不愿意放弃这项福利。一线员工发现,他们与公司白领员工的待遇有巨大差异,这可能激发了他们对更大灵活性的渴望。近一半(49%)受访者表示,公司有两种不同的文化:“一种是一线员工的文化,一种是其他人的文化。”

虽然在选择工作时薪酬才是最重要的因素(71%),但工作-生活平衡或灵活性和工作时间安排排在第二位。总体而言,27%的受访一线员工表示,他们会因为缺乏职场灵活性而辞职。

后一种福利对Z世代尤其重要。超过一半(58%)的Z世代表示,宁愿有更多休假时间,而不是加薪。与此同时,有29%的Z世代表示,他们会为了每年额外一周的带薪休假而拒绝晋升。

施瓦贝尔写道:“过去五年,人们的工作偏好迅速发生变化。当你将这一点与Z世代一生所熟知的数字化、按需生活方式结合起来,就很容易理解为什么在工厂、医院、学校、仓库或零售店等实体地点僵化的工作模式,会让年轻上班族渴望更多选择。”(财富中文网)

译者:刘进龙

审校:汪皓

The newest to join the industry might be the first to leave. Gen Z is ready to quit if their jobs don’t change to meet their needs. Across the board, the youngest working generation is shaping up to be the most unhappy at work. But it appears as if they’re especially reeling when working within the frontline.

Often overworked and underpaid, frontline employees are feeling pushed to the brink. A majority (75%) of them report feeling burnt out, according to a UKG survey of almost 13,000 frontline workers. That rises to 83% of Gen Zers in said sector.

Frontline workers, or employees working directly with a customer, make up 80% of the workforce, according to estimations from Microsoft’s report released in 2023. Dealing with the average consumer is not necessarily a walk in the park. And many employees are getting paid low wages for a high-stress environment.

Gen Zers are the least content, after all, at 61% reporting to be not satisfied with their overall employee experience, compared to 55% of all workers feeling similarly. And they’re ready to act on their burnout, as over a third say they’d quit because their job negatively impacts their physical or mental health.

“Our global study finds that not all workplace cultures are supportive of Gen Z and the frontline workforce,” Dan Schawbel, managing partner at Workplace Intelligence (which collaborated with UKG on said study), wrote in the associated press release. “One thing is for certain across all generations: if you don’t fix the frontline experience, you risk losing valuable talent,” he added.

Frontline workers are fed up

Keeping the customer satisfied has proven to not always be that satisfying.

During the early pandemic, the strife of dealing with increasingly difficult and just plain hostile consumers took center stage. It got to the point where a restaurant in Cape Cod made headlines after closing for a day because of how people were treating their employees. Restaurants were also short-staffed, which customers were seemingly not understanding of.

Still, issues persist. A third of all frontline employees feel like they’re not treated with respect at work—and Gen Z is especially tired of the status quo.

It’s not just the kids that are not alright; most front-line workers are feeling stressed out. But it’s the most junior in the workforce that’s perhaps most ready to walk out the door.

Gen Z employees say interactions with people at work have worsened their mental health to a greater extent than other generations (at 72% and 62%, respectively). While 59% of frontline workers say they’d quit because of “negative interactions with their managers, co-workers, or customers,” that number shoots up to 71% of Gen Zers.

What Gen Z workers really want

It’s likely not all that shocking. Young adults would like what other generations favor too: a sense of autonomy over how and where they work and, of course, good pay.

Employees, mostly within the white-collar field, were privy to greater flexibility during the early pandemic. It’s a benefit that appealed to many, and proved to be one that not many wanted to let go of as return to office mandates set in. Frontline employers that work for companies also have corporate workers have noticed a tale of two cities, perhaps stoking their desire for greater flexibility. Almost half (49%) report that there’s two separate cultures at play: “one for the frontline and one for everyone else.”

While compensation is the most important factor in choosing a job (at 71%), work-life balance or flexibility and work schedule comes second. All in all, 27% of frontline workers surveyed say they’d resign because of a lack of workplace flexibility.

The latter benefit is especially important for Gen Zers. More than half (58%) said they’d rather have more vacation time than a pay increase. Meanwhile, 29% reported they’d say no to a promotion in favor of just one extra week of annual PTO.

“Peoples’ work preferences have rapidly evolved over the past five years,” wrote Schawbel. “When you couple that with the digital, on-demand lifestyle that Gen Z has known their whole lives, it’s easy to see why the often-rigid nature of working in a physical location like a factory, hospital, school, warehouse, or retail shop would leave younger workers craving more choice.”

财富中文网所刊载内容之知识产权为财富媒体知识产权有限公司及/或相关权利人专属所有或持有。未经许可,禁止进行转载、摘编、复制及建立镜像等任何使用。
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