{"id":1838,"date":"2021-10-08T02:09:22","date_gmt":"2021-10-08T00:09:22","guid":{"rendered":"https:\/\/www.wework.com\/pl-PL\/ideas\/?p=1838&#038;preview=true&#038;preview_id=1838"},"modified":"2022-04-28T19:27:51","modified_gmt":"2022-04-28T17:27:51","slug":"is-your-workplace-ready-for-gen-z","status":"publish","type":"post","link":"https:\/\/www.wework.com\/pl-PL\/ideas\/research-insights\/research-studies\/is-your-workplace-ready-for-gen-z","title":{"rendered":"Czy oferowane przez Ciebie miejsce pracy jest gotowe na pokolenie Z?"},"content":{"rendered":"\n<p><\/p>\n\n\n\n<p><em>Praca w liczbach to spojrzenie z bliska na najwi\u0119ksze trendy oraz wyniki bada\u0144 i ankiet dotycz\u0105cych \u015bwiata pracy i nieruchomo\u015bci.<\/em><\/p>\n\n\n\n<p>Przedstawiciele pokolenia Z wchodz\u0105 na rynek pracy w czasie jednej z nadzwyczaj rzadkich globalnych pandemii, kt\u00f3ra ca\u0142kowicie zmienia trajektorie \u2014 i stabilno\u015b\u0107 \u2014 \u015bcie\u017cek kariery. Przed rokiem 2020 wydawa\u0142o si\u0119, \u017ce po dekadzie sta\u0142ego wzrostu zastan\u0105 rynek pracy o niskim poziomie bezrobocia. Sytuacja jednak z dnia na dzie\u0144 uleg\u0142a zmianie.&nbsp;&nbsp;<\/p>\n\n\n<div data-block_614a05ccd7d25 class=\"toc align toc-block\">\r\n      <div class=\"toc-block__heading\">w tej historii<\/div>\r\n  \r\n      <ul class=\"toc-block__list\">\r\n          <li class=\"toc-block__list-item\">\r\n        <a href=\"#kim-s%c4%85-przedstawiciele-pokolenia-z\" class=\"toc-block__link\">\r\n          Kim s\u0105 przedstawiciele \u201epokolenia Z\u201d?\r\n          <span class=\"toc-block__icon\">\r\n            <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n    <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n    <defs>\r\n        <filter id=\"filter-1\">\r\n            <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n        <\/filter>\r\n    <\/defs>\r\n    <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n        <g id=\"icon\/arrow-down\/outline\/16\">\r\n            <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n            <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n                <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n                    <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n                <\/g>\r\n            <\/g>\r\n        <\/g>\r\n    <\/g>\r\n<\/svg>          <\/span>\r\n        <\/a>\r\n      <\/li>\r\n          <li class=\"toc-block__list-item\">\r\n        <a href=\"#czego-oczekuje-pokolenie-z-w-kontek%c5%9bcie-przysz%c5%82o%c5%9bci-pracy\" class=\"toc-block__link\">\r\n          Czego oczekuje pokolenie Z w kontek\u015bcie przysz\u0142o\u015bci pracy?\r\n          <span class=\"toc-block__icon\">\r\n            <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n    <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n    <defs>\r\n        <filter id=\"filter-1\">\r\n            <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n        <\/filter>\r\n    <\/defs>\r\n    <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n        <g id=\"icon\/arrow-down\/outline\/16\">\r\n            <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n            <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n                <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n                    <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n                <\/g>\r\n            <\/g>\r\n        <\/g>\r\n    <\/g>\r\n<\/svg>          <\/span>\r\n        <\/a>\r\n      <\/li>\r\n          <li class=\"toc-block__list-item\">\r\n        <a href=\"#jak-firmy-mog%c4%85-wspiera%c4%87-pracownik%c3%b3w-z-pokolenia-z\" class=\"toc-block__link\">\r\n          Jak firmy mog\u0105 wspiera\u0107 pracownik\u00f3w z pokolenia Z?\r\n          <span class=\"toc-block__icon\">\r\n            <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n    <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n    <defs>\r\n        <filter id=\"filter-1\">\r\n            <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n        <\/filter>\r\n    <\/defs>\r\n    <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n        <g id=\"icon\/arrow-down\/outline\/16\">\r\n            <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n            <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n                <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n                    <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n                <\/g>\r\n            <\/g>\r\n        <\/g>\r\n    <\/g>\r\n<\/svg>          <\/span>\r\n        <\/a>\r\n      <\/li>\r\n        <\/ul>\r\n  <\/div>\r\n\n\n\n<p>\u201ePokoleniem Z\u201d nazywa si\u0119 osoby urodzone oko\u0142o roku 1997 i w latach p\u00f3\u017aniejszych. Jest to grupa wiekowa wychowana na us\u0142ugach streamingu wideo i smartfonach. Teraz jej przedstawiciele wchodz\u0105 na rynek pracy, kt\u00f3ry zmaga si\u0119 ze skutkami pandemii COVID-19. Poszukiwania pierwszej pracy po zako\u0144czeniu nauki zawsze by\u0142y stresuj\u0105ce, a niepewno\u015b\u0107 towarzysz\u0105ca pandemii dodatkowo komplikuje sytuacj\u0119. Trudno\u015bci te odbi\u0142y si\u0119 na przedstawicielach pokolenia Z w wieku produkcyjnym, przyczyniaj\u0105c si\u0119 do wysokiego poziomu niepokoju i depresji oraz zwi\u0119kszaj\u0105c podatno\u015b\u0107 na wypalenie zawodowe i prawdopodobie\u0144stwo cz\u0119stych zmian pracy w przysz\u0142o\u015bci.<\/p>\n\n\n\n<p>Wed\u0142ug bada\u0144 firmy <a href=\"https:\/\/www.adobe.com\/content\/dam\/dx-dc\/us\/en\/pdfs\/\/the-future-of-time.pdf\">Adobe<\/a> do 2025 r. pokolenie Z b\u0119dzie stanowi\u0107 27% si\u0142y roboczej i \u2014 czy tego chcemy czy nie \u2014 ju\u017c jest dominuj\u0105c\u0105 grup\u0105 konsumenck\u0105 i ma najwi\u0119kszy wp\u0142yw na kultur\u0119. Aby utrzyma\u0107 swoj\u0105 atrakcyjno\u015b\u0107 i konkurencyjno\u015b\u0107, firmy b\u0119d\u0105 wi\u0119c musia\u0142y wkra\u015b\u0107 si\u0119 w \u0142aski tego pokolenia. To\u017csamo\u015b\u0107 pokolenia Z wci\u0105\u017c si\u0119 kszta\u0142tuje, ale pracodawcy ju\u017c dzi\u015b musz\u0105 pozna\u0107 wyzwania, przed jakimi staj\u0105 jego przedstawiciele, i wspiera\u0107 ich na pocz\u0105tku kariery zawodowej. 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niepewno\u015bci. Wielki kryzys z 2008 raku wszystkim da\u0142 si\u0119 we znaki. Mimo \u017ce pokolenie Z nie do\u015bwiadczy\u0142o recesji w kontek\u015bcie pracy zawodowej, wielu jego przedstawicieli od najm\u0142odszych lat obserwowa\u0142o, jak rodzice i starsze rodze\u0144stwo zmagaj\u0105 si\u0119 z widmem utraty pracy i trudno\u015bciami finansowymi. Ten wczesny kontakt z niepewno\u015bci\u0105 ekonomiczn\u0105 bez w\u0105tpienia przyczyni\u0142 si\u0119 do <a href=\"https:\/\/www2.deloitte.com\/us\/en\/pages\/consumer-business\/articles\/understanding-generation-z-in-the-workplace.html\">pragmatycznego<\/a> i <a href=\"https:\/\/dynamicsignal.com\/2019\/09\/19\/generation-z-in-the-workplace\/\">sceptycznego<\/a> podej\u015bcia do kwestii kariery zawodowej.<\/p>\n\n\n\n<p>Pokolenie Z b\u0119dzie <a href=\"https:\/\/www.pewresearch.org\/social-trends\/2020\/05\/14\/on-the-cusp-of-adulthood-and-facing-an-uncertain-future-what-we-know-about-gen-z-so-far-2\/\">najlepiej wykszta\u0142conym pokoleniem<\/a> w historii \u2014 57% jego przedstawicieli ucz\u0119szcza\u0142o na studia 2- lub 4-letnie. W przypadku milenials\u00f3w by\u0142o to 52%, a w przypadku pokolenia X \u2014 43%. Jednak tak wysoki poziom edukacji zosta\u0142 okupiony du\u017cymi wska\u017anikami zad\u0142u\u017cenia z tytu\u0142u kredyt\u00f3w studenckich. Wed\u0142ug danych firmy <a href=\"https:\/\/www.experian.com\/blogs\/ask-experian\/state-of-student-loan-debt\/\">Experian<\/a> w 2020 r. w Stanach Zjednoczonych student z pokolenia Z mia\u0142 \u015brednio 17&nbsp;338&nbsp;USD d\u0142ugu, czyli o 39% wi\u0119cej ni\u017c w 2019 r., i by\u0142 na dobrej drodze do wyr\u00f3wnania, a nawet przewy\u017cszenia wska\u017anik\u00f3w poprzednich pokole\u0144.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-style-default\"><img decoding=\"async\" src=\"\/ideas\/wp-content\/uploads\/sites\/4\/2021\/09\/Print_300DPI-20190314-WeWork-Carrera-12A-78-40-Outdoor-Terraces-1_v1-scaled.jpg\" alt=\"\" class=\"wp-image-3000046694\"\/><figcaption><a href=\"https:\/\/www.wework.com\/pl-PL\/buildings\/carrera-11b-99-25--bogota\" target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/www.wework.com\/pl-PL\/buildings\/carrera-11b-99-25--bogota\">WeWork Carrera 11B # 99-25<\/a> w Bogocie (Kolumbia).<\/figcaption><\/figure>\n\n\n\n<p>Najwa\u017cniejszymi sprawami dla pokolenia Z s\u0105 r\u00f3\u017cnorodno\u015b\u0107, integracja i odpowiedzialno\u015b\u0107 spo\u0142eczna, co nie dziwi, gdy we\u017amiemy pod uwag\u0119, \u017ce wed\u0142ug <a href=\"https:\/\/www.pewresearch.org\/social-trends\/2020\/05\/14\/on-the-cusp-of-adulthood-and-facing-an-uncertain-future-what-we-know-about-gen-z-so-far-2\/\">Pew Research Center<\/a> jest to najbardziej wra\u017cliwe na kwestie zr\u00f3\u017cnicowania rasowego pokolenie w historii. Przedstawiciele tego pokolenia najcz\u0119\u015bciej twierdz\u0105, \u017ce znaj\u0105 kogo\u015b, kto u\u017cywa zaimk\u00f3w neutralnych p\u0142ciowo. Po\u0142owa ankietowanych stwierdzi\u0142a, \u017ce spo\u0142ecze\u0144stwo nie jest wystarczaj\u0105co tolerancyjne dla os\u00f3b, kt\u00f3re nie identyfikuj\u0105 si\u0119 jako \u201em\u0119\u017cczyzna\u201d lub \u201ekobieta\u201d \u2014 jest to najwy\u017cszy wska\u017anik w\u015br\u00f3d wszystkich pokole\u0144.&nbsp;<\/p>\n\n\n\n<p>Co najbardziej niepokoj\u0105ce, przedstawiciele pokolenia Z cz\u0119\u015bciej zg\u0142aszaj\u0105 problemy ze zdrowiem psychicznym ni\u017c przedstawiciele wcze\u015bniejszych pokole\u0144. Wed\u0142ug ankiety przeprowadzonej przez <a href=\"https:\/\/www.apa.org\/news\/press\/releases\/stress\/2020\/report-october\">Ameryka\u0144skie Towarzystwo Psychologiczne<\/a> w sierpniu 2020 r. w\u015br\u00f3d 3409 doros\u0142ych obywateli USA doro\u015bli przedstawiciele pokolenia Z (w wieku od 18 do 23 lat) oceniali sw\u00f3j poziom stresu \u015brednio na 6,1 na 10, co jest najwy\u017cszym wynikiem u wszystkich pokole\u0144, przy czym warto\u015b\u0107 \u015brednia u wszystkich doros\u0142ych wynosi\u0142a 5. A\u017c 75% doros\u0142ych przedstawicieli pokolenia Z twierdzi\u0142o, \u017ce wyst\u0119puje u nich co najmniej jeden objaw depresji. Jako potencjalne przyczyny w badaniu wymieniono niepewno\u015b\u0107 spowodowan\u0105 pandemi\u0105 oraz ci\u0105g\u0142\u0105 obecno\u015b\u0107 kryzys\u00f3w i niepokoj\u00f3w spo\u0142ecznych. Wida\u0107 wi\u0119c wyra\u017anie, \u017ce pokolenie Z niesie na barkach psychologiczny ci\u0119\u017car wsp\u00f3\u0142czesnych czas\u00f3w.<\/p>\n\n\n\n<h2  id=\"czego-oczekuje-pokolenie-z-w-kontek%c5%9bcie-przysz%c5%82o%c5%9bci-pracy\"class=\"wp-block-heading\">Czego oczekuje pokolenie Z w kontek\u015bcie przysz\u0142o\u015bci pracy?<\/h2>\n\n\n\n<p>Niepok\u00f3j odczuwany przez pokolenie Z ma du\u017cy wp\u0142yw na podej\u015bcie jego przedstawicieli do pracy. W badaniu przeprowadzonym przez <a href=\"https:\/\/www.adobe.com\/content\/dam\/dx-dc\/us\/en\/pdfs\/\/the-future-of-time.pdf\">Adobe<\/a> w 2021 r. 59% respondent\u00f3w z pokolenia Z deklarowa\u0142o poczucie niezadowolenia z pracy. Innymi istotnymi przyczynami niezadowolenia by\u0142y brak <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/creativity-culture\/how-to-find-work-life-balance-in-a-high-pressure-job\">r\u00f3wnowagi mi\u0119dzy prac\u0105 a \u017cyciem prywatnym ( English )<\/a>, d\u0142ugie godziny pracy, presja czasu i brak elastyczno\u015bci. 57% ankietowanych twierdzi\u0142o, \u017ce odczuwa presj\u0119 z powodu oczekiwania od nich dost\u0119pno\u015bci przez ca\u0142y dzie\u0144.<\/p>\n\n\n\n<p>Czego zatem oczekuje od pracy pokolenie Z? Odpowied\u017a jest do\u015b\u0107 z\u0142o\u017cona i wskazuje, \u017ce sukces jest mo\u017cliwy dzi\u0119ki elastycznemu czasowi pracy, kt\u00f3ry uwzgl\u0119dni wzrosty i spadki produktywno\u015bci pracownik\u00f3w. Wed\u0142ug wynik\u00f3w badania Adobe 62% ankietowanych z pokolenia Z powiedzia\u0142o, \u017ce oczekuje si\u0119 od nich pracy od 9:00 do 18:00, chocia\u017c czuj\u0105 si\u0119 bardziej produktywni w innych porach dnia. 26% twierdzi\u0142o, \u017ce najwi\u0119ksz\u0105 produktywno\u015b\u0107 osi\u0105ga mi\u0119dzy 18:00 a 3:00 nad ranem \u2014 10% wi\u0119cej ni\u017c przedstawiciele innych pokole\u0144 w tym przedziale czasowym.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-style-default\"><img decoding=\"async\" src=\"\/ideas\/wp-content\/uploads\/sites\/4\/2021\/09\/Print_300DPI-20190314-WeWork-Carrera-12A-78-40-Common-Areas-Hot-Desk-1_v1-scaled.jpg\" alt=\"\" class=\"wp-image-3000046695\"\/><figcaption><a rel=\"noreferrer noopener\" href=\"https:\/\/www.wework.com\/pl-PL\/buildings\/carrera-12a-78-40--bogota\" target=\"_blank\" href=\"https:\/\/www.wework.com\/pl-PL\/buildings\/carrera-12a-78-40--bogota\">WeWork Carrera 12a #78-40<\/a> w Bogocie (Kolumbia).<\/figcaption><\/figure>\n\n\n\n<p><a href=\"https:\/\/www.washingtonpost.com\/business\/gen-z-wants-to-go-back-to-the-office-just-not-full-time\/2021\/08\/12\/5a7c051c-fb33-11eb-911c-524bc8b68f17_story.html\">Badania<\/a> wskazuj\u0105, \u017ce pracownicy z pokolenia Z ch\u0119tnie wr\u00f3c\u0105 do pracy w biurze, ale nie na pe\u0142ny etat. Jedn\u0105 z przyczyn mo\u017ce by\u0107 to, \u017ce <a href=\"https:\/\/www.washingtonpost.com\/business\/gen-z-wants-to-go-back-to-the-office-just-not-full-time\/2021\/08\/12\/5a7c051c-fb33-11eb-911c-524bc8b68f17_story.html\">72%<\/a> z nich nie ma wydzielonej przestrzeni biurowej w domu, a <a href=\"https:\/\/www.apa.org\/news\/press\/releases\/stress\/2020\/report-october\">86%<\/a> mieszka z co najmniej jedn\u0105 inn\u0105 osob\u0105 doros\u0142\u0105. Ankietowani t\u0119skni\u0105 za korzy\u015bciami spo\u0142ecznymi wynikaj\u0105cymi z pracy stacjonarnej, a <a href=\"https:\/\/www.axios.com\/gen-z-remote-work-eb2bb532-1dc9-4cdc-b542-01de2c780f55.html\">41%<\/a> wskazuje, \u017ce w pracy zdalnej brakuje im mentoringu. Wed\u0142ug bania przeprowadzonego przez <a href=\"https:\/\/www.washingtonpost.com\/business\/gen-z-wants-to-go-back-to-the-office-just-not-full-time\/2021\/08\/12\/5a7c051c-fb33-11eb-911c-524bc8b68f17_story.html\">YouGov<\/a> niemal 50% martwi si\u0119, \u017ce praca zdalna szkodzi rozwojowi ich kariery i utrudnia awansowanie. 20% chce codziennie pracowa\u0107 w biurze \u2014 najwi\u0119cej ze wszystkich grup wiekowych \u2014 a 70% wola\u0142oby <a href=\"\/pl-PL\/ideas\/workspace-solutions\/flexible-products\/hybrid-workplace\">prac\u0119 hybrydow\u0105<\/a>.<\/p>\n\n\n\n<p>Pracownicy z pokolenia Z oczekuj\u0105 od pracy wi\u0119cej ni\u017c tylko elastycznych godzin. W badaniu przeprowadzonym przez <a href=\"https:\/\/workforceinstitute.org\/wp-content\/uploads\/2019\/05\/Meet-Gen-Z-Hopeful-Anxious-Hardworking-and-Searching-for-Inspiration.pdf\">Workforce Institute<\/a> w 2019 r. 51% respondent\u00f3w z pokolenia Z zadeklarowa\u0142o, \u017ce czuj\u0105 si\u0119 zmotywowani, gdy praca jest przyjemna. Wa\u017cnymi czynnikami motywacyjnymi s\u0105 tak\u017ce rozw\u00f3j kariery i wyrazy uznania \u2014 57% ankietowanych wskaza\u0142o, \u017ce raz w roku oczekuje awansu.<\/p>\n\n\n\n<p>Du\u017ce niezadowolenie z pracy sprawia, \u017ce przedstawicieli tego pokolenia mo\u017ce by\u0107 ci\u0119\u017cko zatrzyma\u0107 w firmie. 74% uczestnik\u00f3w badania <a href=\"https:\/\/www.adobe.com\/content\/dam\/dx-dc\/us\/en\/pdfs\/\/the-future-of-time.pdf\">Adobe<\/a> twierdzi\u0142o, \u017ce zmieni\u0142oby miejsce zatrudnienia, aby poprawi\u0107 r\u00f3wnowag\u0119 mi\u0119dzy prac\u0105 a \u017cyciem prywatnym, 66% \u2014 aby uzyska\u0107 wi\u0119ksz\u0105 kontrol\u0119 nad godzinami pracy, a 63% \u2014 aby m\u00f3c pracowa\u0107 zdalnie.&nbsp;<\/p>\n\n\n\n<h2  id=\"jak-firmy-mog%c4%85-wspiera%c4%87-pracownik%c3%b3w-z-pokolenia-z\"class=\"wp-block-heading\">Jak firmy mog\u0105 wspiera\u0107 pracownik\u00f3w z pokolenia Z?<\/h2>\n\n\n\n<p>To pokolenie ma du\u017co do zaoferowania pracodawcom. Jego przedstawiciele s\u0105 obeznani z technologiami cyfrowymi, a przy tym s\u0105 \u015bwiadomi spo\u0142ecznie i maj\u0105 wy\u017cszy poziom wykszta\u0142cenia ni\u017c obecni pracownicy. Aby przyci\u0105gn\u0105\u0107 i wesprze\u0107 pracownik\u00f3w z pokolenia Z, pracodawcy powinni skoncentrowa\u0107 si\u0119 na trzech g\u0142\u00f3wnych obszarach: zaufaniu i mentoringu, r\u00f3\u017cnorodno\u015bci i integracji oraz trosce o zdrowie psychiczne.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-style-default\"><img decoding=\"async\" src=\"\/ideas\/wp-content\/uploads\/sites\/4\/2021\/09\/Print_300DPI_1080x1080-20191001_WeWork_Botanic-Building-Brussels_004_v1.jpg\" alt=\"\" class=\"wp-image-3000046703\"\/><figcaption><a href=\"https:\/\/www.wework.com\/pl-PL\/buildings\/botanic--brussels\" target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/www.wework.com\/pl-PL\/buildings\/botanic--brussels\">WeWork Botanic<\/a> w Brukseli (Belgia).<\/figcaption><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Wi\u0119ksze mo\u017cliwo\u015bci mentoringu<\/h3>\n\n\n\n<p>W <a href=\"https:\/\/www.adobe.com\/content\/dam\/dx-dc\/us\/en\/pdfs\/\/the-future-of-time.pdf\">kolejnych<\/a> <a href=\"https:\/\/www.washingtonpost.com\/business\/gen-z-wants-to-go-back-to-the-office-just-not-full-time\/2021\/08\/12\/5a7c051c-fb33-11eb-911c-524bc8b68f17_story.html\">ankietach<\/a> pracownicy z pokolenia Z wyra\u017cali du\u017ce zainteresowanie <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/management-leadership\/think-mentorship-should-be-free-think-again\">mentoringiem ( English )<\/a> i mo\u017cliwo\u015bciami rozwoju w pracy. Badanie przeprowadzone w 2019 r. przez <a href=\"https:\/\/workforceinstitute.org\/wp-content\/uploads\/2019\/05\/Meet-Gen-Z-Hopeful-Anxious-Hardworking-and-Searching-for-Inspiration.pdf\">Workforce Institute<\/a> wykaza\u0142o, \u017ce 44% przedstawicieli tego pokolenia woli <a href=\"\/pl-PL\/ideas\/research-insights\/research-studies\/the-impact-of-working-from-home-on-collaboration\">pracowa\u0107 ze swoimi zespo\u0142ami stacjonarnie<\/a>. 43% wskaza\u0142o, \u017ce woli szkolenia praktyczne i zaj\u0119cia wdro\u017ceniowe prowadzone osobi\u015bcie, a 75% \u2014 \u017ce woli osobi\u015bcie otrzymywa\u0107 informacje zwrotne od swoich prze\u0142o\u017conych. 47% ankietowanych odpowiedzia\u0142o, \u017ce zale\u017cy im na zaufaniu lidera. Zaufanie jest te\u017c na szczycie listy cech oczekiwanych u przedstawicieli kadry kierowniczej.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Nacisk na r\u00f3\u017cnorodno\u015b\u0107 i integracj\u0119<\/h3>\n\n\n\n<p>Je\u015bli chodzi o r\u00f3\u017cnorodno\u015b\u0107 i integracj\u0119, przedstawicieli tego pokolenia nie interesuj\u0105 wy\u0142\u0105cznie puste gesty. Chc\u0105 pracowa\u0107 w firmach kieruj\u0105cych si\u0119 przede wszystkim <a href=\"https:\/\/www.gallup.com\/workplace\/336275\/things-gen-millennials-expect-workplace.aspx\">etyk\u0105<\/a>. Wielu z nich uwa\u017ca, \u017ce na rynku pracy <a href=\"https:\/\/www2.deloitte.com\/us\/en\/pages\/consumer-business\/articles\/understanding-generation-z-in-the-workplace.html\">brakuje<\/a> przedstawicieli grup mniejszo\u015bciowych. Ten pogl\u0105d ma du\u017ce znaczenie przy rozwa\u017caniu ofert pracy. W badaniu przeprowadzonym przez <a href=\"https:\/\/tallo.com\/blog\/genz-demands-diversity-inclusion-strategy\/\">Tallo<\/a> w\u015br\u00f3d ponad 5000 uczni\u00f3w szk\u00f3\u0142 \u015brednich i student\u00f3w we wrze\u015bniu 2020 r., 69% respondent\u00f3w powiedzia\u0142o, \u017ce znacznie ch\u0119tniej aplikowa\u0142oby do firmy, kt\u00f3ra k\u0142adzie nacisk na r\u00f3\u017cnorodno\u015b\u0107 i integracj\u0119 w procesie rekrutacji. Jedna trzecia ankietowanych twierdzi\u0142a, \u017ce unika ofert, w przypadku kt\u00f3rych podejrzewali, \u017ce mog\u0105 zosta\u0107 potraktowani niesprawiedliwie ze wzgl\u0119du na to\u017csamo\u015b\u0107 p\u0142ciow\u0105, etniczn\u0105 lub rasow\u0105. R\u00f3\u017cnorodno\u015b\u0107 i integracja musz\u0105 odgrywa\u0107 kluczow\u0105 rol\u0119 na wszystkich etapach \u2014 od rekrutacji przez awanse po promocj\u0119 dzia\u0142a\u0144 firmy.<\/p>\n\n\n<div class=\"related-articles-sticky related-articles-sticky--sticky-on-desktop\">\r\n        <div class=\"related-articles-sticky__holder\">\r\n            <div class=\"ray-grid\">\r\n                <div class=\"ray-grid__cell--span-full\">\r\n                    <div class=\"related-articles-sticky__header-wrapper\">\r\n                        <h3 class=\"ray-text--h3 related-articles-sticky__block-title\">\r\n                            Powi\u0105zane artyku\u0142y\r\n                        <\/h3>\r\n                    <\/div>\r\n                    <div class=\"related-articles-sticky__wrapper\">\r\n                        \r\n                            <div class=\"related-articles-sticky__item\">\r\n                                <div 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priorytet: zmiana podej\u015bcia firmy Cimpress\r\n                                        <\/div>\r\n\r\n                                        <div class=\"author\">\r\n    Tw\u00f3rca\r\n    Maureen Carroll\r\n  <\/div>\r\n                                    <\/a>\r\n                                <\/div>\r\n                            <\/div>\r\n                        \r\n                            <div class=\"related-articles-sticky__item\">\r\n                                <div class=\"related-articles-sticky__image-wrapper\">\r\n                                    <a href=\"https:\/\/www.wework.com\/pl-PL\/ideas\/research-insights\/how-cimpress-went-from-remote-averse-to-remote-firsttrashed\" class=\"ray-image ray-image--1by1\">\r\n                                        <img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" width=\"2048\" height=\"1152\" src=\"https:\/\/www.wework.com\/pl-PL\/ideas\/wp-content\/uploads\/sites\/23\/2022\/04\/20220308_WeWork_0272_v1-scaled.jpg?resize=2048%2C1152\" class=\"related-articles-sticky__image\" alt=\"\" srcset=\"https:\/\/www.wework.com\/pl-PL\/ideas\/wp-content\/uploads\/sites\/23\/2022\/04\/20220308_WeWork_0272_v1-scaled.jpg?w=2048 2048w, https:\/\/www.wework.com\/pl-PL\/ideas\/wp-content\/uploads\/sites\/23\/2022\/04\/20220308_WeWork_0272_v1-scaled.jpg?w=400 400w, https:\/\/www.wework.com\/pl-PL\/ideas\/wp-content\/uploads\/sites\/23\/2022\/04\/20220308_WeWork_0272_v1-scaled.jpg?w=800 800w, https:\/\/www.wework.com\/pl-PL\/ideas\/wp-content\/uploads\/sites\/23\/2022\/04\/20220308_WeWork_0272_v1-scaled.jpg?w=1120 1120w, https:\/\/www.wework.com\/pl-PL\/ideas\/wp-content\/uploads\/sites\/23\/2022\/04\/20220308_WeWork_0272_v1-scaled.jpg?w=1440 1440w, https:\/\/www.wework.com\/pl-PL\/ideas\/wp-content\/uploads\/sites\/23\/2022\/04\/20220308_WeWork_0272_v1-scaled.jpg?w=1536 1536w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/>\r\n                                    <\/a>\r\n                                <\/div>\r\n                                <div class=\"related-articles-sticky__container\">\r\n                                    <a href=\"https:\/\/www.wework.com\/pl-PL\/ideas\/research-insights\/how-cimpress-went-from-remote-averse-to-remote-firsttrashed\">\r\n                                        <div class=\"related-articles-sticky__caption-title\">\r\n                                            Od sceptycyzmu wobec pracy zdalnej po traktowanie jej jako priorytet: zmiana podej\u015bcia firmy Cimpress\r\n                                        <\/div>\r\n\r\n                                        <div class=\"author\">\r\n    Tw\u00f3rca\r\n    Maureen Carroll\r\n  <\/div>\r\n                                    <\/a>\r\n                                <\/div>\r\n                            <\/div>\r\n                        \r\n                            <div class=\"related-articles-sticky__item\">\r\n                                <div class=\"related-articles-sticky__image-wrapper\">\r\n                                    <a href=\"https:\/\/www.wework.com\/pl-PL\/ideas\/growth-innovation\/the-hybrid-strategies-companies-are-implementing\" class=\"ray-image ray-image--1by1\">\r\n                                        <img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" width=\"2048\" height=\"1152\" src=\"https:\/\/www.wework.com\/pl-PL\/ideas\/wp-content\/uploads\/sites\/23\/2022\/04\/20210827_WeWork_1875-Jamboree-Rd-The-Boardwalk-Irvine-Usci_013_v1-scaled.jpg?resize=2048%2C1152\" class=\"related-articles-sticky__image\" alt=\"\" srcset=\"https:\/\/www.wework.com\/pl-PL\/ideas\/wp-content\/uploads\/sites\/23\/2022\/04\/20210827_WeWork_1875-Jamboree-Rd-The-Boardwalk-Irvine-Usci_013_v1-scaled.jpg?w=2048 2048w, https:\/\/www.wework.com\/pl-PL\/ideas\/wp-content\/uploads\/sites\/23\/2022\/04\/20210827_WeWork_1875-Jamboree-Rd-The-Boardwalk-Irvine-Usci_013_v1-scaled.jpg?w=400 400w, https:\/\/www.wework.com\/pl-PL\/ideas\/wp-content\/uploads\/sites\/23\/2022\/04\/20210827_WeWork_1875-Jamboree-Rd-The-Boardwalk-Irvine-Usci_013_v1-scaled.jpg?w=800 800w, https:\/\/www.wework.com\/pl-PL\/ideas\/wp-content\/uploads\/sites\/23\/2022\/04\/20210827_WeWork_1875-Jamboree-Rd-The-Boardwalk-Irvine-Usci_013_v1-scaled.jpg?w=1120 1120w, https:\/\/www.wework.com\/pl-PL\/ideas\/wp-content\/uploads\/sites\/23\/2022\/04\/20210827_WeWork_1875-Jamboree-Rd-The-Boardwalk-Irvine-Usci_013_v1-scaled.jpg?w=1440 1440w, https:\/\/www.wework.com\/pl-PL\/ideas\/wp-content\/uploads\/sites\/23\/2022\/04\/20210827_WeWork_1875-Jamboree-Rd-The-Boardwalk-Irvine-Usci_013_v1-scaled.jpg?w=1536 1536w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/>\r\n                                    <\/a>\r\n                                <\/div>\r\n                                <div class=\"related-articles-sticky__container\">\r\n                                    <a href=\"https:\/\/www.wework.com\/pl-PL\/ideas\/growth-innovation\/the-hybrid-strategies-companies-are-implementing\">\r\n                                        <div class=\"related-articles-sticky__caption-title\">\r\n                                            Strategie hybrydowe wdra\u017cane przez firmy\r\n                                        <\/div>\r\n\r\n                                        <div class=\"author\">\r\n    Tw\u00f3rca\r\n    Andrea Murad\r\n  <\/div>\r\n                                    <\/a>\r\n                                <\/div>\r\n                            <\/div>\r\n                                            <\/div>\r\n                <\/div>\r\n            <\/div>\r\n        <\/div>\r\n    <\/div>\r\n\n\n\n<h3 class=\"wp-block-heading\">Dodatkowe korzy\u015bci dla zdrowia psychicznego<\/h3>\n\n\n\n<p>Ze wzgl\u0119du na wysoki poziom stan\u00f3w l\u0119kowych i depresyjnych w\u015br\u00f3d przedstawicieli pokolenia Z pracodawcy musz\u0105 k\u0142a\u015b\u0107 nacisk na dbanie o <a href=\"https:\/\/www.wework.com\/ideas\/research-insights\/expert-insights\/prioritizing-mental-health-in-the-new-world-of-work\">zdrowie psychiczne ( English )<\/a> swoich pracownik\u00f3w. W badaniu przeprowadzonym przez <a href=\"https:\/\/www.gallup.com\/workplace\/336275\/things-gen-millennials-expect-workplace.aspx\">Instytut Gallupa<\/a> przed pandemi\u0105 pokolenie Z uzna\u0142o dbanie o zdrowie psychiczne za g\u0142\u00f3wny priorytet w miejscu pracy. Jedna trzecia ankietowanych (<a href=\"https:\/\/workforceinstitute.org\/wp-content\/uploads\/2019\/05\/Meet-Gen-Z-Hopeful-Anxious-Hardworking-and-Searching-for-Inspiration.pdf\">31%<\/a>) chce, aby pracodawcy oferowali dni wolne na podreperowanie zdrowia psychicznego, a 37% domaga si\u0119 <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/management-leadership\/flexibility-in-the-workplace\">elastycznych ( English )<\/a> godzin pracy.&nbsp;<\/p>\n\n\n\n<p>Wa\u017cne s\u0105 tak\u017ce tradycyjne dodatkowe korzy\u015bci. W tym samym badaniu 44% respondent\u00f3w powiedzia\u0142o, \u017ce analizuj\u0105c ofert\u0119 pracy, zwracaj\u0105 wi\u0119ksz\u0105 uwag\u0119 na <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/business-solutions\/how-to-offer-employees-healthcare-benefits\">\u015bwiadczenia zdrowotne ( English )<\/a> ni\u017c na p\u0142atny czas wolny. Oznacza to, \u017ce pakiety opieki zdrowotnej powinny obejmowa\u0107 us\u0142ugi w zakresie zdrowia psychicznego.&nbsp;<\/p>\n\n\n\n<p>Pomimo niepokoj\u0105cych statystyk dotycz\u0105cych zdrowia psychicznego pokolenie Z pozostaje pe\u0142ne nadziei: <a href=\"https:\/\/www.apa.org\/news\/press\/releases\/stress\/2020\/report-october\">64%<\/a> respondent\u00f3w z optymizmem patrzy w przysz\u0142o\u015b\u0107. Mo\u017cliwe, \u017ce to w\u0142a\u015bnie ta nadzieja powstrzymuje ich przed prac\u0105 na stanowiskach, kt\u00f3re im nie s\u0142u\u017c\u0105. 56% uczestnik\u00f3w badania <a href=\"https:\/\/www.adobe.com\/content\/dam\/dx-dc\/us\/en\/pdfs\/\/the-future-of-time.pdf\">Adobe<\/a> zadeklarowa\u0142o, \u017ce prawdopodobnie zacznie szuka\u0107 nowej pracy w przysz\u0142ym roku \u2014 to o 7 punkt\u00f3w procentowych wi\u0119cej ni\u017c w przypadku milenials\u00f3w i o 25 punkt\u00f3w procentowych wi\u0119cej ni\u017c w przypadku pokolenia X. Wed\u0142ug wynik\u00f3w <a href=\"https:\/\/www.adobe.com\/content\/dam\/dx-dc\/us\/en\/pdfs\/\/the-future-of-time.pdf\">badania Bankrate<\/a> z sierpnia 2021 r. warto\u015b\u0107 ta osi\u0105gn\u0119\u0142a ju\u017c alarmuj\u0105ce <a href=\"https:\/\/www.cnbc.com\/2021\/09\/03\/gen-z-and-millennial-workers-are-leading-the-latest-quitting-spree-.html\">77%<\/a>. Chocia\u017c tak wysoki poziom rezygnacji jest ma\u0142o prawdopodobny, jasne jest, \u017ce pracownicy z pokolenia Z s\u0105 bardziej sk\u0142onni do odej\u015bcia z pracy ni\u017c jakiekolwiek inne pokolenie.<\/p>\n\n\n\n<p>Ka\u017cde pokolenie boryka si\u0119 z jakimi\u015b trudno\u015bciami, a te, kt\u00f3re dotkn\u0119\u0142y pokolenia Z, s\u0105 naprawd\u0119 powa\u017cne. W\u0142a\u015bnie te przeciwno\u015bci sprawi\u0142y, \u017ce ta grupa demograficzna jest pragmatyczna, niezale\u017cna i gotowa do budowania lepszej przysz\u0142o\u015bci nie tylko dla siebie, ale tak\u017ce dla starszych pracownik\u00f3w i tych, kt\u00f3rzy przyjd\u0105 po nich. To, czy wybior\u0105 prac\u0119 w Twojej firmie, b\u0119dzie zale\u017ce\u0107 od jej podej\u015bcia do kwestii zdrowia psychicznego, r\u00f3\u017cnorodno\u015bci, mentoringu i elastyczno\u015bci.<\/p>\n\n\n\n<p><em>Bradley Little jest pisarzem i producentem mieszkaj\u0105cym w Nowym Jorku.<\/em><\/p>\n\n\n<div\r\n  data-block_60e8695ae0589\r\n  class=\"sticky-cta align sticky-cta--bottom sticky-cta--default--bottom sticky-cta--right sticky-cta--default\"\r\n>\r\n  <div class=\"sticky-cta__copy sticky-cta--default__copy\">\r\n    <p>Zastanawiasz si\u0119 nad zmian\u0105 przestrzeni do pracy?<\/p>\n\r\n  <\/div>\r\n\r\n  <div class=\"sticky-cta__button-wrap sticky-cta--default__button\">\r\n    <button class=\"ray-button ray-button--primary sticky-cta__button\">\r\n      <a\r\n        href=\"#nf-form-31-cont\"\r\n        class=\"sticky-cta__link sticky-cta--default__link\">\r\n        Skontaktuj si\u0119 z nami\r\n      <\/a>\r\n    <\/button>\r\n  <\/div>\r\n<\/div>\r\n","protected":false},"excerpt":{"rendered":"<p><span style=\"font-weight: 400;\">Pokolenie Z wchodzi na rynek pracy w wyj\u0105tkowo niepewnych czasach. B\u0119dzie potrzebowa\u0107 wsparcia.<\/span><\/p>\n","protected":false},"author":2182,"featured_media":1839,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"template-single-default.blade.php","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[945,951],"tags":[84,1001,90],"class_list":["post-1838","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-research-insights","category-research-studies","tag-flexibility","tag-work_by_the_numbers","tag-management"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v22.4 (Yoast SEO v25.3.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Czy oferowane przez Ciebie miejsce pracy jest gotowe na pokolenie Z? - Ideas (pl-PL)<\/title>\n<meta name=\"description\" content=\"Pokolenie Z wchodzi na rynek pracy w wyj\u0105tkowo niepewnych czasach. 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