We are the future: a report by a Gen Z PostFinance employee

What characterizes Generation Z compared to other generations? What’s typical for Gen Z?

If we compare ourselves with older generations, it’s noticeable that we are particularly tech and digitally savvy. We’ve grown up with the Internet and use social media both personally and professionally. For instance, we look for work online using job portals. We find out a lot about companies, their corporate culture and their jobs on social media such as TikTok and Instagram. LinkedIn is important for our professional networks.

A prejudice about Gen Z is that we’re constantly distracted and unfocused, because we spend a lot of time on our smartphones and social media. But that’s not entirely true. In fact, we use technology to help us increase our productivity and work more efficiently. We can use it to access information more quickly and to educate ourselves constantly, which is an advantage in the modern working world.

Another point is that we are less loyal to our employers. In reality however, we’re simply looking for an employer who shares our values and offers a positive work culture. If we can identify with the company and most of our needs are covered, we’re willing to stay for the long term.

What’s important to Generation Z at work?

There are of course many issues that are important to Gen Z in the working world, such as sustainability and fair pay. These are the three points that I personally find the most important:

Work-life balance

One issue that’s discussed a lot among friends of my age is work-life balance. For me personally, this plays a crucial role, as I enjoy doing a lot of things in my free time. I’m looking for a fair balance between work and private life. It’s also good for your health: it can be harmful if people have too little time for themselves and their own needs. This could mean that employees don’t have any motivation and strength left for their work, which ultimately has a negative impact on the employer. As such, the freedom to choose working hours flexibly and work remotely is an important factor.

Development and participation opportunities

The second thing that’s very important to Gen Z is to continue developing and not get stuck in one place. If you see potential in an employee, you should try to encourage this and give them the appropriate opportunities. When it comes to apprentices, it’s especially important to keep them in the company by offering them follow-on opportunities. There’s a great deal of induction time during those three or four years, which means that apprentices know the company inside and out.

Corporate culture and diversity

Gen Z also wants to work in a company where they can feel comfortable. Diversity factors into this. It’s important to us to have a good corporate culture and to interact with colleagues on an equal footing and with respect. We want our ideas to be heard. We prioritize meaningful work that makes us feel as though we are making a positive contribution to society. We want to change things that have stayed the same for a long time and create more space for new things.

How do you combine work and leisure?

I combine work and leisure by making the most of the flexible working models my employer offers me. During the week, I work in a focused and efficient way so that I can complete all my tasks. On Fridays, I work from home. This is something I appreciate a lot, because I can finish working earlier, giving me time for my personal interests. I often use this additional free time to do something with my friends or family. I also plan my workdays so that I have enough time for myself. This balance between work and leisure is important to me, as it gives me energy and enables me to recharge. At the weekends, then, I have a similar or even the same routine. But we shouldn’t forget the seven weeks’ holiday we’re given. I always set aside a lot of time for travelling – this summer, for instance, I’m visiting Serbia, Spain and Turkey. 

What management style does Generation Z expect?

Gen Z expects managers to communicate honestly and openly and to share decisions with their teams. At the same time, it’s important to us to be involved in the decision-making processes ourselves. Empathy and recognition also play a major part, as we expect support and understanding from our leaders. Not to mention trust, which is the basis for a good working relationship. If my manager is too controlling, I don’t feel comfortable, because I think my manager doesn’t have confidence in me.

What would you change at PostFinance if you could?

It’s good that we’re taking steps towards diversity and other important goals. But a suggestion such as four-day weeks could help employees feel more satisfied. There are already companies like Google that have introduced this idea and are very happy. I think three-day weekends would make a big difference, and staff would be fitter and more efficient at work. However, there are also potential downsides: it could be difficult to perform the same amount of work in less time while still meeting customers’ needs. 

What do I like about my work at PostFinance?

One thing I like about working at PostFinance is that everyone has the opportunity to play an active role and drive ideas forward, even if their contributions are small. In employer branding in particular, I’d like to help increase PostFinance’s attractiveness as an employer. This fits with the idea of making work meaningful. Flexible working is also important to me, and I really appreciate the fact that I can have a fixed remote working day each week. It means I can sleep longer and avoid the long commute to work. This flexibility helps me to work effectively and complete my tasks to a high standard.

Do you want to make a big impact during your apprenticeship?

An apprenticeship at Swiss Post allows you to either complete all your training or part of it at PostFinance. In doing so you can make an exciting start in the world of work and get a broad insight into the world of finance.