The Next-Gen Workforce Revolution: Meeting Challenges and Expectations of Gen Y and Z

January 13, 2015, Singapore – The Centre for Executive Education (CEE), today announced
results from the first comparative study in Singapore to focus on attitudes, behaviours and the workplace
preferences of both Generation Y (ages 20 to 34) and Generation Z (ages 16 to 19). Key takeaways from
the findings show:

• Gen Y seeks career growth and advancement whereas for Gen Z job satisfaction is a priority.
• Gen Z prefers greater workplace flexibility, a better balance between their work and home life
with telecommuting facilities or a work-from-home arrangement, whereas Gen Y favours traditional hours and methods of working.
• 95% of Gen Z and 85% of Gen Y cited their ideal manager as a coach or mentor figure. They also expect their leaders to be effective communicators and good listeners.
• 75% of Gen Y and Z indicated they expect to remain with an organization for less than five years. Gen Z generally expects to stay in their current position for at least 3 to 5 years. Gen Y, however, is less hopeful.
• While both generations value company leadership and employer’s branding, job titles and in-house training are not major areas of consideration for them.
• Gen Y tends to switch jobs if they are promised higher pay, while Gen Z is more swayed by better perks and benefits.
• Gen Y favors working with a supervisor that they can respect and learn from, Gen Z places working with people they enjoy as a top priority for an ideal work environment.

• Both Gen Y and Z involve themselves in causes outside work. They are drawn to socially
responsible organizations.

According to Professor Sattar Bawany, CEO of Centre for Executive Education (CEE), who is also
the Principal Investigator for the Research, the study highlight attributes that distinguish Gen Z and
Gen Y employees from a talent management perspective. “This study provides an insightful picture
and practical recommendations of what Singapore employers can use to inspire, motivate and
engage this newest generation as part of their overall talent recruitment and retention strategy.”

Entitled “Inspiring Your Future Workforce: How to Lead and Engage Gen Y and Z Effectively” the
study queried both Gen Y and Z respondents whose views were obtained via an online survey and
with the results further validated during focus group interviews. The study both confirmed and
dispelled stereotypes about Gen Y who are also known as the Millennials – who increasingly are
making up a larger part of today’s workforce; and also shed new insights on Gen Z who are on the
verge of joining the corporate world.

Managers should be authentic and lead from the front and by example or adopt servant leadership,
instead of a commanding or directive style. These younger generations need guidance through
coaching and mentoring rather than control and micro-management. A highly engaging and
interactive management style characterised by open communication works best for this generation.”
says Prof Bawany

He notes that in light of the desire of both generations to be involved in activities and initiatives
related to various societal issues, employers are recommended to tap into that interest by involving
them in charitable activities. Come up with a sabbatical policy that would allow these employees to
embark on paid leave in support of worthwhile causes.

Additionally, he says “Flexibility is vital to managing Gen Y and Z, especially if your organization
comprises a multigenerational workforce. By understanding these next generations of employees
and adapting your management styles accordingly, you can effectively harness their potential while
maintaining the loyalty of other staff, thus effectively attracting and retaining employees, building
high-performance teams, dealing with change and increasing employee engagement.”

About CEE’s ‘Inspiring Your Future Workforce’ Study:

The Research aims includes identifying the unique values and belief systems that Gen Y and Z
embody, their attitudes to work and life, their highly ambitious and inquisitive nature, and how to
best fit them in organization locally and around the world in the context of today’s economic reality
and diverse workplace.
Survey data was collected from 304 respondents from both Gen Y and Z in Singapore from
September 2014 to January 2015. Their views were obtained via an online survey and the results
were further validated during focus group interviews.
Submit a request for copies of the Research Report here

About Centre for Executive Education (CEE)

The Centre of Executive Education (CEE) is a premier network of established human resource

development and consulting firms around the globe which partners with clients to design solutions
for leaders at all levels who will navigate the firm through tomorrow’s business challenges. CEE
suite of executive development programs includes talent management & succession planning,
management & leadership development, executive coaching, CEO and board mentoring and
advisory services. CEE assists corporate leaders and small business owners to optimize their
performance and accomplish their business and professional objectives.

For more information, visit

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