With Gen Z’s arrival in the workforce, the labor market is experiencing a distinct shift in expectations regarding company culture and work arrangements.

This shift can also be attributed mainly to the COVID-19 pandemic, pivotal in this transformation. Stay-at-home measures necessitated the widespread adoption of non-traditional work arrangements, such as remote work, flexible hours, and hybrid models. These arrangements exposed many workers to a new way of working.

In today’s job market, flexible work arrangements are no longer a perk but a deal-breaker. Job offers that don’t cater to these preferences are increasingly likely to be met with hesitation or even rejection.  

HYBRID WORK MODELS ARE SUPERIOR

A recent Bayt survey highlights the surging demand for remote work across the Middle East and North Africa (MENA) region. A whopping 85% of surveyed professionals preferred remote work, either full-time or in a hybrid model. This trend is further bolstered by the shared expectation (85%) of an increase in remote hiring in the near future.

The survey also found that the top skills professionals value most for remote work are the ability to work independently (34%) and adaptability (27%). This suggests a growing alignment between employer expectations and the skillsets needed to thrive in remote work environments.

The surge in remote work and workplace flexibility can be attributed mainly to a shift in workplace values, particularly among younger generations prioritizing independence and autonomy over traditional, hierarchical management styles.

A PwC report highlights a growing desire for control over generational work styles. 55% of Millennials, 54% of Gen X, and 48% of Gen Z respondents preferred to choose how they work, underscoring a shift in expectations from traditional work structures.

Newer generations also view flexible work models as a means to address burnout stress and improve mental well-being. A Deloitte report listed mental health among the top five concerns of millennials and Gen Zers (19%). Nearly half of both generations attribute their declining mental health to feeling stressed and burnt out at their workplaces.

Nayra Ashraf, a 26-year-old, prefers a hybrid work model, emphasizing its benefits for prioritizing her mental and physical well-being and organizing her schedule more effectively. “While I enjoy staying at home and working from the comfort of my couch, I also enjoy being at the office, building proper relationships with my colleagues, and experiencing the work culture and environment in real-time.”

Ashraf emphasizes that she carefully considers work models when applying for roles, highlighting the importance of having working-from-home days to break up the week and prevent burnout. She explains, “It’s important to me to have at least one work-from-home day to unwind and breathe in between days at the office; this not only impacts my well-being but also my mental health.”

“This is especially important given the current job market and climate post-COVID and that I work in a field where my job can be done anywhere, anytime. I am not as restricted to staying in-office.”

Ashraf highlights that financial considerations also play a significant role. Working from home allows her to cut down on large monthly costs, primarily driven by commute expenses.

24-year-old Habiba Hazem shares a similar sentiment, as she sees the hybrid model as the perfect middle ground between working from home and an office job. “ Working entirely from home always lacks human interaction and valuable experience while a strictly in-office setup can be very exhausting and overstimulating.”

“A hybrid model strikes a balance between the two. In-office days provide valuable experiences and exposure conducive to personal and professional growth while working at home, which gives us days free of forced communication, less commute fatigue, and a more relaxed environment.”

From an HR perspective, Abdulrahman Amr, Specialist at INEX Contracting, observes that Gen Z employees highly value flexibility for the reasons outlined by Ashraf and Hazem, such as working in a comfortable environment, avoiding commutes, and managing personal commitments easily.

Amr says companies can attract and retain Gen Z talent by implementing remote work options and hybrid work models. “They can provide the best of both worlds, allowing for flexibility while maintaining collaboration and social interaction opportunities.

CAREER GROWTH

There are concerns about how these newly emerging working arrangements might potentially impede effective communication, collaboration, and career advancement.

A 2022 study by Buffer revealed that slightly more than half of remote employees expressed feeling disconnected from their colleagues, and 45% believed that career advancement was more challenging for remote workers. Additionally, over two-fifths indicated that their organization needed to offer more opportunities for career development despite their desire for such opportunities.

The primary concerns highlighted in the study were the inability to disconnect from work and feelings of loneliness.

Hazem believes that certain aspects of her professional advancement cannot be attained solely online. She elaborates that remote work may contribute to her career achievements but can also impact her overall learning experience.

“I firmly believe that a big part of growing as an employee/entrepreneur is dealing with people in real life and being face to face with different work environments, colleagues, and managers. Some experiences and soft skills just can’t be acquired remotely.”

Ashraf offers a contrasting viewpoint, as she believes that working from home will not have a detrimental effect on her career. She believes that the internet provides ample opportunities for learning and understanding without the necessity of being physically present in the office. Ashraf does not perceive the hybrid model as causing her to miss out on significant opportunities.

Remote work can also impede communication, according to Hazem. Using online communication channels can increase the risk of misinterpretations and unintended passive-aggressive behavior, potentially creating strained work environments.

“It’s way harder to maintain a mutual understanding tone in chats. I believe in-person collaboration is a very safe zone for clear communication.” 

Ashraf also admits that face-to-face collaboration and meetings are often more effective, particularly for project briefing and planning tasks.

On the other hand, Amr suggests that companies could implement various methods to evaluate their employees and offer them opportunities for career growth.

Company culture encourages communication by cultivating an open environment where dialogue and two-way communication are encouraged. This ensures that employees feel supported, heard, and valued, especially when establishing a sense of community may be challenging.

Additionally, Amr recommends that companies schedule regular one-on-one check-ins between managers and Gen Z employees to discuss progress, challenges, and goals. “Use these meetings to provide constructive feedback, acknowledge achievements, and address any areas for improvement.”

FUTURE OF THE WORKPLACE

Amr asserts that flexible work models are here to stay. Once deemed a necessity during the pandemic, they have now become an essential component of the lifestyle desired by many Gen Z employees. This includes achieving a healthy work-life balance, pursuing personal interests outside of work, and having greater autonomy over one’s work schedule and time management.

Amr proposes several key strategies for companies to adapt to these changing expectations. One is to equip Gen Z employees with the necessary technology for practical remote work, including reliable internet connections, collaboration platforms, project management tools, and virtual communication software to facilitate seamless collaboration and productivity. 

Additionally, providing training and support to help Gen Z employees thrive in remote environments is essential. This can involve virtual workshops, tutorials, and resources on remote communication, time management, and cybersecurity best practices.

By implementing these recommendations, companies can bridge the gap between traditional work models and the evolving needs of the Gen Z workforce.