Great, right? However, this growing impact forces companies to adapt their management practices to attract and retain these new talents. According to the 2024 People Management Trends Report , developed by the GPTW Ecosystem and Great People, 68% of respondents pointed to GenZ, among generations, as the one that poses the greatest challenge for people management.
They tend to question established norms and seek innovative and immediate solutions, which can be a strength in organizations, but also a source of tension with colleagues who prefer to maintain traditions.
In this context, leisure travel emerges as a powerful tool that HR can use to reach out to this new generation of employees, especially when combined with personalized experiences focused on well-being. Let me explain in more detail.
Generational conflicts in sight
The process of socialization, whether in a school, family, professional or social context, requires coexistence with other generations and this is great for our development as human beings. This is an important starting point to understand that, yes, there are differences and parities between these generations, such as: worldview, authority, limits on behavior and values, among others, which affect individuals directly and indirectly.
Thus, to understand how one generation differs from another, it is necessary to understand how each of them forms a set of beliefs, values and priorities, that is, paradigms, direct consequences of the time in which they grew up and developed, and understand them from a “sociocognitive-cultural” point of view.
Generation Z was born with the effervescence of technology and globalization increasingly accentuated and, in a certain way, already integrated into everyday life. While Millennials and previous generations lived under different aspirations, shaped by different historical events, social changes and technological advances.
Millennials, for example, grew up in a time of digital transition and economic crises, which made them resilient, adaptable and focused on financial stability. Meanwhile, Generation X, born in a period of economic growth and political transformation, tends to value job security and company loyalty.
These differences directly influence how vietnam phone number list each generation relates to work, authority, and even how they deal with personal and professional challenges. Generation Z, in turn, with its easy access to information and global networks, has developed a worldview that values diversity, inclusion, and flexibility.
But how can we bring GenZ closer to strategic decisions and HR actions? After all, integrating young workers into strategic decisions and HR actions is not just a matter of inclusion; it is a necessity for the sustainability and innovation of organizations.
Integrating Generation Z into strategic decisions and Human Resources actions is not just a matter of inclusion; it is a necessity for the sustainability and innovation of organizations.
Connection with purpose
For Gen Z, work is not just a source of income, but an extension of their identity and purpose. More than any other generation before them, Gen Z seeks meaning in their professional activities.
A real prize is one that remains in the memory: distribute travel vouchers to your employees at the end of the year awards ceremony
With the advancement of technology and easier access to information, they have developed a more critical and informed view of the world of work. They want their work to contribute to something bigger, to make a difference in the world.
This search for purpose is directly linked to their job satisfaction, and many prefer jobs that offer positive impact over high salaries or traditional benefits.
In addition to purposeful work, Gen Z also places great importance on continuous growth. They desire opportunities that allow them to acquire new skills, expand their knowledge and develop their careers in a dynamic way.
Given this context, integrating travel into HR strategy emerges as a powerful solution to meet the expectations of Generation Z. Travel not only offers a break from everyday life, but it aligns perfectly with the search for enriching experiences and personal growth that characterizes this generation.
By providing travel opportunities, whether through training in inspiring locations, international conferences or vacation incentives, companies can satisfy Gen Z’s need for continuous development and experiences that add value to their personal and professional lives. In addition, travel can strengthen the connection between employees and the organization, creating a more inclusive and engaged culture.
Why travel?
Gen Z is redefining expectations for work and lifestyle. It’s a fact. With a growing appreciation for flexibility, purpose, and authenticity, this generation is shaping new ways of approaching work and life.
One notable aspect is Gen Z’s willingness to cut spending in other areas of their lives in order to maintain travel budgets. According to American Express Travel ’s 2023 Global Travel Trends Report , 79% of Gen Z respondents consider leisure travel a vital part of their budget allocation, with 84% preferring to spend on a dream vacation rather than a new luxury item.
Additionally, Generation Z is characterized by flexible travel planning and a search for unique experiences, with 75% of this generation taking two or more trips and 49% planning getaways to relax on weekends and long holidays.
Additionally, 42% of Gen Z travel to spend time with family or friends, highlighting the importance of personal connections and work-life balance.
This data not only underscores the importance of travel to Gen Z, but also highlights a growing trend toward spending more on leisure experiences in 2024 and beyond. With 65% of Gen Z expecting to spend more on leisure travel compared to 2023, companies have a clear opportunity to align their benefit offerings with these expectations.
That’s why I told you at the beginning of our text that integrating travel benefits into your HR strategy can be an effective solution to meet these needs and values. By offering leisure travel benefits, like Onhappy, companies not only demonstrate understanding and appreciation for Generation Z’s priorities, but also create an environment that promotes well-being and engagement.
In addition to helping to strengthen organizational culture, improve job satisfaction and attract the best talent from Generation Z.