Young Employees Need Support, Creativity, Flexibility

Although domestic companies recognize the needs of young employees, they do not respond adequately to them. That is according to a complex research by the Budapest Chamber of Commerce and Industry (BKIK) examining the Y and Z generations.

According to a survey of 2,000 young people and companies, employers have too high expectations towards their prospective employees, thereby discouraging potential applicants. They believe there is a strong lack of loyalty on the part of young workers, but a significant proportion of companies do not make a special effort to build such loyalty. However, in addition to financial benefits, leadership feedback and mentoring are also particularly important motivating element for young people.

As part of the continuous monitoring of the development of the labor market situation of Budapest enterprises by BKIK, this, recent research has examined the lifestyles, attitudes, needs, and attitudes to work of Generations Y and Z to align them with the expectations of firms. The survey consisted of questionnaires and in-depth interviews, so the results summarize the experiences of both parties. Nearly one-third of the businesses surveyed indicated that they had difficulty finding and engaging the right workforce. This can be attributed, among other things, to age-related socialization characteristics and generational differences.

"The new generation is also thinking as a user in the field of employment: they demand consumer benefits, and if they do not get it, they can easily change jobs," said Gabriella Szányi, Head of Communications at BKIK. “Research shows that they often look for situations that they can get out of at any time quickly and without explanation: but that’s not because they lack the motivation to work, but because they don’t get enough motivation,” she added.

The most common reason for changing jobs was that they were promised higher salaries and more attractive benefits elsewhere, but there was also a frequently mentioned reason that they did not have the opportunity to progress and develop: this was mentioned by 42% of Z generations and 39% of Y generations. So for companies, the harder task is not about getting a young workforce, but keeping it.