Leaving the restrictive shackles of hustle culture behind, Gen Z workers are choosing to take the time they need for their personal well-being, regardless of whether they have permission to do it. If there is one thing this generation of workers understands, it’s carving out their own approach to a problem. According to a recent survey on workplace culture, Gen Z workers are more likely to turn to the “quiet vacationing” trend and take some unofficial time off for their mental well-being compared to their older colleagues.
This Gen Z workplace trend isn’t the most ideal pathway to securing a healthy work-life balance, but it also paints a clear picture of how these employees are prioritizing their own well-being over all else. The Millennial workers aren’t far behind in this trend, setting these two generations quite distinctly apart from the Gen X employees.
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Gen Z Employees Choose a Healthy Work-Life Balance Over All Else
Gen Z workers are typically seen as being more willful and hardheaded within the workplace, qualities that are good for them in some ways but ones that also hurt their reputation within the work sphere. Recent studies have shown that employers are unsatisfied with the quality of the recent Gen Z graduates they have hired, with many of them prepared to fire the workers within a year of hiring them. These numbers paint the young workers in a bad light, but despite the constant criticism these employees face, they appear determined to do things their own way.
A workplace culture trends survey that was conducted by SurveyMonkey found that 36% of Gen Z and Millennial workers have taken a quiet vacation in the last 12 months compared to 27% of their Gen X teammates. This means a large number of them have escaped on vacation without informing their supervisors, taking much-needed time off without facing the brunt of the consequences of stepping away from work.
These workers also take unofficial time off during the workday beyond the time assigned for their lunch in order to attend to their own needs. Over 46% of Gen Z and Millennial remote workers admitted that they have taken a few hours off in secret compared to 39% of Gen X workers who have done the same.
For Gen Z, job satisfaction and mental peace triumph over most other benefits that a company can offer. As such, they tend not to distinguish between reserving their time off for sick leaves, vacations, and mental health days. In continuation of that statement, 21% of Gen Z and Millennial workers have used their sick time to go on vacation compared to 17% of Gen X workers.
The younger team members are also more likely to take time off to recharge their mental health, a concept that would have sounded more outlandish a decade ago. Time and time again we’ve seen studies point to the damaging nature of work stress and work isolation, but the workforce is still regularly under overwhelming amounts of pressure. Companies like JP Morgan have begun taking active steps to curb the tendency to overwork their employees, but it isn’t enough to address the very real threat of burnout across industries and organizations.
Gen Z Employees are in Pursuit of a Work-Life Balance and RTO Mandates Are Getting in the Way
Return-to-office trends are on the rise with many employers taking steps to bring their workers back into the restrictive circle of in-person work. Amazon even went so far as to announce a full return to the office, a decision that has some employees considering quitting their jobs to find another organization that will allow them to work from home.
For the most part, the shift towards in-person work is being led by employers and their conviction that it is better for the teamwork and overall productivity of their organization, however, trends like hushed hybrid work and quiet vacationing are also to blame for their mistrust in their workers. Employees acknowledge that working from home impacts how connected they feel with their organization and coworkers but the large majority of them still prefer a hybrid model over in-person work.
While it’s good to see the younger generation pursue what is best for them, Millennials and Gen Z workers need to also acknowledge that their pursuit of a work-life balance through these “quiet vacationing” trends is damaging their chances of retaining the little flexibility they enjoy right now. Employers are growing more and more unsure that their workers are actually working, and this insecurity has convinced them a full RTO mandate is the only way forward.
Both employers and employers are stuck pulling and pushing each other, with no united front in sight. Without the cooperation of employers, the Gen Z workplace trends will continue to spiral toward individuals doing what is best for them. If employers want to continue hiring talented candidates, they’ll have to meet these candidates halfway and take some of the responsibility for upskilling and reskilling employees as well as supporting them in taking care of their health. Planning out employee benefits is key here.
Gen Z Workers Prioritize Work Satisfaction over Their Salary
A study by Unstop revealed that 72% of Gen Z employees would choose job satisfaction over a good salary. Similarly, 77% of them would rather work for an organization that guarantees growth and development compared to one that will only send them a slightly higher amount of money at the end of the month. For all the complaints about the generation being lazy and unmotivated, it appears that these employees are very willing to work for the right employer.
Employers have a great opportunity on their hands to improve the experience of working at their organization for the employees who primarily ask for a satisfactory experience in return. Employees who are heard and understood will give back to the organization willingly.
Identifying and providing the right benefits and mental health support can work wonders for any organization, and guaranteeing a good work-life balance can definitely work for Gen Z. Considering the current workplace trends, workers will find a way to enjoy the benefits they want with or without the explicit permission of their bosses. So, to limit the friction and create an experience where everyone benefits from the changes, employers need to be more proactive about catering to the needs of the employees.
