Why Gen-Z Employees Are Some of Your Least Happy Workers

Why Gen-Z Employees Are Some of Your Least Happy Workers

Gen-Z employees have a strong purpose-driven mindset — but aren’t feeling satisfied with their sense of purpose at work. Here’s what employers need to know.

Photo: Getty Images

It’s no secret that happy employees are more productive.

However, according to a recent report from insurance giant MetLife, Gen-Zers are the least happy employees of any generation. Only 62 percent of surveyed Gen-Z workers reported being happy with their job, compared with 67 percent of Boomers, 66 percent of Generation X, and 66 percent of Millennials.

According to the report, one of the main reasons for the lower happiness rate among Gen-Z employees is a gap between their strong desire to find professional purpose and their satisfaction with this aspect of their work. In fact, Gen-Zers are the least likely among all generations to feel this fulfillment: Only 61 percent of Gen-Z employees are satisfied with their work’s sense of purpose, compared with 68 percent of Millennials, 70 percent of Gen-Xers, and 70 percent of Boomers.

What’s driving the gap? The report points to a number of factors, including substantial levels of distrust between Gen-Zers and their employers. Only 65 percent of Gen-Z employees feel trusted by their employer, compared with 69 percent of workers overall, and just 58 percent of Gen-Zers trust their employer to “do the right thing,” compared with 65 percent of employees overall.

Another factor was work location: Employees with hybrid and fully remote work arrangements feel much more purposeful in their work than fully in-office employees (75 percent of surveyed workers compared with 64 percent, respectively).

Employers looking to better support Gen-Z employees — who already outnumber Boomers in the workforce — can evaluate whether hybrid or remote work might be an option for their business. According to PwC’s 2024 Trust Survey, other methods for building trust among employees include organizing in-person teambuilding activities and offering avenues for career advancement.

Creating Professional Purpose

Positive feedback in front of one’s pears is the easiest way to help associates feel appreciated and gain a since of purpose. We encourage our clients use mystery shopping reports as a “we caught you doing it right” program, not a “gotcha” tool. Need help on how to make that happen? Reach out, we’d be happy to send you our one-pager on How To Create A Successful Mystery Shopping Program.

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BY ARACELI CRESCENCIO AND CARL PHILLIPS

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