Property consultant Colliers expects the work environment to be influenced by digitalization, data analytics, creative skills and soft skills.
Colliers said companies should make sure to integrate these elements into the core of their businesses to attract the new batch of workforce under the Generation Z.
“Employers must also be ready to adapt and conform to the ever-evolving external environments of today,” it said.
In designing their work environment, companies should consider their work culture, Colliers added.
“Businesses that are slowly implementing their return-to-office plans have started to rethink their office design — one that incorporates corporate culture into their workplaces, making them not just aesthetically appealing but also promote collaboration and productivity,” it said.
According to Colliers, conceptualizing modern office designs that advocate a healthy gender ratio among the workforce showcases not only productivity, but also accessibility and inclusivity in the workplace.
“Creating gathering spaces that promote collaboration and connection make the office worth the commute, especially for younger workers who value a sense of belongingness and community,” it said.
Colliers pointed out that Gen Z workers appreciate companies that not only see employees as “revenue generators,” but also as individuals that take care of their well-being and express their personalities.
It urged companies to implement a hiring process based not only on educational and social background, but also on the creative and soft skills.
“Facilitating trainings and seminars on DEI (diversity, equity and inclusion), upskilling workers, and equipping them with the necessary skills to adapt to new technology and trends are also factors that can help companies attract Gen Z workers,” Colliers said.
Companies should also continuously promote the employees’ mental health and well-being, Colliers added, noting the low employee attrition among firms that encourage growth and time outside of work.
“Although these short- and long-term strategies may require substantial financial investment, effort and time to implement, we hope that employers will appreciate their efficacy in attracting and retaining the younger generation to enter the workforce. Not only will these secure the future of these companies and the future of work itself, but also the future of the younger generation as drivers and disruptors,” Colliers said. – Ruelle Castro
