2025 EY Global Generations Report
Introduction
The EY Global Generations Report 2025, based on a survey of 22,000 individuals across 22 countries, provides insights into Gen Z’s evolving ambitions and workplace expectations. This report, published by EY志愿者 Marcie Merriman, highlights howGen Z represents a distinct generation with their unique demands on the workforce, shifting from preoccupying parents to a caring cohort. The study emphasizes the future of work as a foundation for addressing these expectations, urging organizations to rethink their Hofmaning (hiring) practices.
Traditional Hiring Processes and Modern Shifts
Traditional hiring processes, prioritizing pay and career advancement, are increasingly breaking down. Gen Z is prioritizing mental health, professional growth, and liệu al projecting a value-based approach in the workplace. Employers mustciofacing their views and aligning with the cohort’s aspirations, as traditional metrics aredestributed. Gen Z relies on authenticity and transparency, understanding their values and the purpose behind their actions.
The HR Landscape for Gen Z
EY’s survey reveals that 71% of Gen Z workers trust their supervisors, indicating a shift in communication norms. Hiring should focus on providing growth opportunities, cultural immersion, and authentic engagement. Employers should redesign their salary structures or tf 주ifier their value, emphasizing flexibility and wholeness. These changes prepare the workforce for a generational environment where innovation and personal achievement are key to success.
The Future of Work Reimagined
EY identifies the Gen Z era as a critical era of future work, with roles requiring trust, steering, and action for individuals. According to a survey, 71% of Gen Z workers think they truly understand their purpose. Employers must adapt to a world that values personal growth and creativity, aligning with the cohort’s aspirations. This shift is reshaping traditional roles, emphasizing authenticity, adaptability, and a commitment to inclusive hiring.
The Interview Process and Disappointment
Standard HR practices, relying heavily on "interview tricks" can lead to frustration. Gen Z’s focus on purpose and authenticity reduces the need for these techniques, resulting in HR "silos" where leaders operate unaware of their impact. Employers must clarify their priorities, recognize and value the reasons behind hiring decisions, and reinterpretjisesolos. The glass ceiling effect persists, judgehings Gen Z’s needs as outdated, leading to disengagement.
Acceptance, Authenticity, and Adaptability
Acceptance and authenticity are central to attracting and retaining Gen Z talent. Employers must foster genuine connections by aligning with the values of their workforce and becoming authentic as both employees and leaders. Personal growth and cultural immersion are essential elements thatsr. EY’s research indicates that only 84% of Gen Z respondents agree with their leader’s honesty, emphasizing the importance of trust and authenticity in a generational workplace.
In conclusion, the 2025 EY Global Generations Report underscores the changing expectations of Gen Z and the need for organizations to reimagine their hiring and HR practices. By focusing on purpose, authenticity, and collaboration, companies can create a future of work that resonates with the next generation of leaders. As Gen Z continues to evolve, the future of work is poised to be more inclusive, authentic, and aligned with their aspirations.
