A survey led by the EMLV’s Digital RH master’s students focuses on working from home effects and its perceptions among Gen-Z workers. This study shows that more than 60% of the young people surveyed would like to see teleworking implemented on an exceptional basis.
Each year, the E-Values survey conducted by EMLV students as part of the Digital HR Master’s programme explores the motivations and concerns of Generation Z population in an attempt to guide companies in their recruitment process.
60% of Gen Z want companies to keep considering homeworking the exception
The latest survey, conducted during the lockdown period, provides a better understanding of young people’s perceptions related to telework. The survey includes 150 young people aged between 20 and 25 from the Pole Leonard de Vinci (86%) as well as from other business schools, 44% of whom are apprentice students – 54% young women and 46% young men. It looks at young people’s views on the frequency of teleworking and the advantages and setbacks of working from home.
The results mirror the situation of the French workers. A study by Dares Analyse shows that, until November 2019, only 3% of employees had already been teleworking at least once a week.
According to the results of the survey, 6 out of 10 young people would like to make only an exceptional use of teleworking. Less than 40% of them would prefer regular use of telework.
Gen Z’s preferences as tele-workers
75% of the surveyed respondents consider that teleworking has benefits for personal life, in terms of flexibility, family life, comfort, commuting from home to office, by allowing more time for oneself, therefore reducing stress. On the other hand, they point out the disadvantages of telework for work life, such as isolation, lack of concentration and work comfort, overwork, difficulties to work in a team, and the loss of relationships with others.
What do recruiters need to remember?
If respondents are to benefit from occasional teleworking, they need flexible workplaces and digital tools to manage and work in teams. As Gen Z is a connected and autonomous generation, by imposing regular telework, employers run the risk of fracturing interpersonal relationship between coworkers, or of breaching the boundary between employee’s private and working life.
The right to disconnect is more relevant than ever: the employer must respect the employee’s working time and contact hours.
“Homeworking is not new, but, as a consequence of the lockdown, it transforms the way we all work. The interviewed Gen Z is fully aware of the benefits and limitations of working from home. They clearly understand that nothing can replace face to face communication. They are spontaneously showing genuine maturity in this unprecedented situation”. (Michel Delmas, PhD. Professor Researcher at EMLV)
The HR specialisation is can also be studied as a joint work-study programme. It trains HR executives and managers who want to accompany the digital transformation of companies and respond to the reality of the marketplace promptly.
This post was last modified on 22/09/2020 14:12