A recent survey by The Times on Gen Z (born in 1997 to 2012) preferences has revealed a dramatic shift in workplace preferences: only 1 in 10 Gen Zers want to work in the office full-time. If your company still insists on rigid office-based roles, you may be unintentionally pushing top young talent towards competitors offering hybrid and remote work.

Gen Z Wants Flexibility—Are You Offering It?

In 2000, with the pandemic, remote and hybrid work became the norm for many professionals, and sectors such as IT, Digital and Marketing were the first to adapt to the new normal. However, we’ve recently seen a mismatch of candidate job expectations.

While candidates demand remote and hybrid roles, the number of available remote vacancies has dropped considerably. This shift, new research shows, is even more pronounced among Gen Z. Only 1 in 10 Gen Zers want to work in the office full-time.

The Times’s’ Generation Z project revealed the following results regarding flexible working:

Only 17% of Gen Z candidates want to work remotely full-time.
24% of Gen Zers want to work mostly from home.
Only 10% of Gen Zeros want to be in the office five days a week.

The findings show that over 40% of Gen Z workers prefer remote-heavy roles, yet many companies still insist on full-time office attendance. If your business lacks flexibility while your competitors embrace it, you could be handing over top young talent on a silver platter.

A Gen Z candidate starts his job search online, unhappy with the return to office mandate at his current company — Is your return-to-office policy driving Gen Z talent straight to your competitors?

A different study about Gen Z workers by Udemy also concluded that flexibility, work-life balance, clear communication and transparency are what Gen Zers value the most from their employers and managers. Gen Zers, suggests the study, show a strong interest in professional development and career advancement, which suggests “they are very invested in learning in order to grow their careers and calls into question the stereotype that Gen Zers are lazy“.

“Gen Z employees are seeking practical guidance at work and leaders who can help plot a clear path to develop their careers”, quotes the report. The survey also indicates that older generations perceive Gen Zers as tech-savvy and open-minded. At the same time, Gen Zers are more open to learning from leaders and managers than the Millennials or Gen Xers surveyed by Udemy.

Ignoring Gen Z’s Job Expectations Can Have a Negative Impact on your Workforce

Companies embracing Gen Z hybrid work and Z remote work are naturally more appealing to younger professionals. In contrast, businesses that insist on rigid office policies may struggle to attract and retain top talent. Do you think your competitors won’t take the opportunity to attract Gen Z Talent by offering the flexibility Gen Z longs?

Ignoring Gen Zen job expectations can be fatal for talent retention. We see this with employers of all ages and industries: lacking workplace flexibility leads to higher employee turnover. If Gen Z workers feel forced into an environment that doesn’t align with their expectations, they won’t hesitate to leave for a company that prioritises Gen Z work trends.

Beyond recruitment and retention challenges, failing to adapt can also damage your employer’s brand. A reputation for outdated workplace policies can discourage fresh talent and make building a productive and engaging workforce harder.

A Gen Z man with blue-coloured hair points at his laptop, working in a coding project with a colleague in the office — Gen Z employees want to join organisations that align with the workforce trends rather than companies resisting change.

What Can You Do to Stay Competitive?

If attracting Gen Z talent is a vital part of your recruitment strategy for the following years, you should extend your workplace flexibility to offer hybrid and remote options. That does not mean abandoning office culture entirely; instead, adapting it to modern expectations.

Even a structured hybrid model, where employees spend two or three days in the office, can be significantly more appealing than a rigid five-day in-office schedule.

Training, mentorship, and career progression should be just as accessible to remote and hybrid workers as to those in the office. In this regard, companies should design clear career growth pathways for hybrid and remote employees, who often fear missing out on promotions and development opportunities due to a lack of visibility.

Building a strong company culture when your workforce isn’t full-time office requires a different approach, too. You must remember that team collaboration and engagement don’t always rely on in-person work. These days, many tools at your service can help you encourage a sense of belonging and improve teamwork, regardless of where employees are based. After all, open communications are essential for digital natives.

Two Gen Z workers, an Asian woman standing up with an iPad and a dark-skinned man sitting down with a laptop, chat in an office with good vibes — Younger generations expect career development opportunities, work life balance and a mental health policy. If you want to attract and retain Gen Z talent, you need to account for these.

Your Company Must Adapt or Risk Falling Behind

What do all these Gen Z job market trends mean for your organisation, you ask? They reflect the current state of work in a context of constant change. The workforce is evolving, and so should your hiring strategy. If your competitors are offering flexibility and you’re not, don’t be surprised when top young talent chooses them over you.

If you need help attracting Gen Z talent, our team can help you review your current strategy and make recommendations based on your specific needs, Gen Z job expectations and the older generation of workers, such as Millennials. Get in touch with us today.