The Tensions between Managers and Young Employees
The tensions that can exist between managers and young employees can be illustrated by the following figure: 37% of employers say they would rather work with artificial intelligence than hire a member of Gen Z, according to a survey conducted by Hult International Business School and reported by Forbes.
Stereotypes and Reality
This preference for AI is partly explained by the stereotypical image associated with young professionals in popular discourse. While they are appreciated for their command of digital tools and their ability to adapt, they are also perceived as being volatile, individualistic, reluctant to accept authority and overly focused on maintaining an uncompromising work-life balance. Yet these clichés have no basis in fact.
A Survey’s Findings
A survey conducted by French think tank Terra Nova and French association Apec, published in January 2024, asserts that at work, “young working people turn out … to be adults like any other employees.” Employees aged 18-29 years old attach as much importance to their work in their lives as their older colleagues, if not more. But, unlike previous generations, they refuse to sacrifice their well-being for a company, unless it serves their own ambitions.
Challenges in Management
Confronted with this new attitude to work, managers tend to find members of Gen Z more difficult to manage than employees of older generations. Among the difficulties cited, 60% point to a lack of real-world experience. More than half believe that these young people don’t know how to work well on a team, while 57% feel that they do not have a “global mindset.” Their interpersonal skills are also called into question. What’s more, training these young talents represents a considerable cost: 53% of managers feel that the investment is too high in relation to their initial contribution.
AI as a Dream Employee?
In such a context, artificial intelligence can have the appearance of being a more reliable and cost-effective alternative. Unlike young employees, it requires essentially no training, no salary and no time off, and is capable of performing tasks in a precise and cost-effective manner. This logic of optimisation raises questions about the future of humans in workplaces where an increasing number of tasks are able to be automated.
The View from the Other Side
Young employees are not immune to criticism from their supervisors. Nearly 85% of them feel that their university education did not prepare them sufficiently for the world of work. This figure rises to 87% when their on-the-job training is compared with that received during their studies. Even more strikingly, 55% of respondents consider that their degree did not provide them with any skills directly applicable to their job.
Conclusion
The future of work may not be played out in a confrontation between humans and robots, but in their ability to coexist in an intelligent configuration. Managers’ reservations regarding young workers illustrate a profound change in the world of work and highlight the need for mutual adaptation. On the one hand, young people need to learn and demonstrate the etiquette of the professional world in order to fit in more effectively. On the other hand, employers need to rethink their training and integration strategies in order to fully tap their potential.
FAQs
- What is the percentage of employers who prefer to work with AI than with young graduates?
- 37%
- What is the main reason for this preference?
- The stereotypical image associated with young professionals in popular discourse
- What is the result of a survey conducted by French think tank Terra Nova and French association Apec?
- It found that young working people turn out to be adults like any other employees
- What are the challenges in managing young employees?
- Lack of real-world experience, difficulty working on a team, and lack of a "global mindset"