But that’s not to say Shropshire workers should abandon the idea of spending time in the office… quite the opposite, in fact.
Two thirds of chief executives say workers will be expected to spend much more time in the office this year, not less – and that poses more of an emotional challenge to some generations than others.
From Google and Goldman Sachs, Disney, Boots, Barclays and Tesla, some of the world’s top brands are already introducing post-pandemic return-to-office mandates.
Kevin Ellis, the departing boss of corporate giant PWC, made headlines when he claimed younger ‘Gen Z’ employees should work from the office more to ‘get ahead’ in the AI era.
But the question employers must wrestle with at the start of 2025 is this: is a return-to-office mandate the answer, or could it hamper the retention of Gen Z workers at a time when securing and keeping good staff in Shropshire is still a challenge?
As we revealed in the last issue, 30% of the Shropshire workforce will belong to Gen-Z by the end of this decade, so we ignore their needs at our peril.
Recruitment software experts Occupop have been exploring how businesses can better understand their Gen Z employees, with the aim to retain, nurture and grow their skillsets.
Gen Z and the AI Revolution
The AI revolution continues apace, with the same survey reporting that 42% of UK bosses have implemented AI technology within the past year.
Machines now handle routine tasks, leaving humans to focus on higher value work.
From chatbots handling customer enquiries to algorithms analysing data patterns, AI permeates various aspects of business, particularly within the legal, financial and IT sectors.
Gen Z, often cited as being born from 1997 onwards, is a native of a fully digital world.
They crave autonomy, value rapid career progression and seek instant feedback. Their affinity for remote work and digital connectivity shapes their workplace expectations.
However, perhaps due to their tech literacy, 52% of Gen Z workers claimed to be worried about AI compared to Millennials (45%) and Gen X (33%).
As Shropshire companies across multiple sectors grapple with the return-to-office decision, the Gen Z perspective is crucial, they say.
What are Gen Z’s workplace priorities?
Understanding Gen Z will be crucial to tapering your return-to-work strategy.
Gen Z thrives in environments that offer autonomy, which may predispose them to remote working. Remote work provides the flexibility they desire, allowing them to balance their personal and professional lives effectively.
Gen Z also expects seamless digital experiences. They value tools that enhance collaboration, communication, and knowledge sharing. Organisations must invest in technology that aligns with their preferences – whether remotely or in the office.
Gen Z also seeks continuous learning and skill development, with 76% seeing learning as key to their professional advancement. Employers should provide mentorship, training programmes, and pathways for career advancement.
Crafting a Gen Z-Centric Return-to-Office Policy
David Banaghan, co-founder and interim chief executive at Occupop, says: “Now worth an estimated £16.8 billion to the UK economy, it’s important businesses act fast on the topic of AI.
“While a five-day office-based routine may best reap the benefits of this, return-to-office policies should also reflect empathy, flexibility, and a commitment to nurturing young talent.
“As businesses navigate this transformative period, try to prioritise both technological advancement and the well-being of our youngest workforce members.”
Here are some points he recommends Shropshire employers should consider, to get the best out of Gen-Z staff:
As the workforce of the future, Gen Z should be consulted on return-to-office mandates – that’s what the experts say.
They predict a rise in the number of wellness-focused features in offices, with dedicated quiet zones where workers feel they can relax, recharge, and focus in a calm space.
And they say that the workday shouldn’t be confined to a desk; regular movement, a change of scenery, and fresh air significantly impact both mental and physical health.
Fixed desks and rigid office layouts are a thing of the past. If they have not done so already, companies will need to consider flexible and adaptable workplaces with dynamic workstations that suit people’s hybrid working patterns.
This is something that Rachel Kili certainly buys into. The physiotherapy expert from Habberley, near Shrewsbury, is running a ‘Make Sitting Count’ course at the Shropshire Chamber of Commerce offices in Telford on January 28.
She says: “Countering the ill effects of sitting all day is not just about exercising or moving more – it’s about understanding and applying how we’ve evolved to thrive, the biomechanics and physiology of alignment and movement, to power and protect our body and brain, while we sit.
“I specialise in physiotherapy through movement. My unique approach Simply Move!, founded in human evolution, gives you the tools to take care of your bones, joints, and muscles as you go about your day.
“Stiffness and pain in your back, knee, shoulders or anywhere else is more than just a ‘pain in the neck’. Seeking treatment can be a hassle and costly – both in terms of finance and time.”
Before the pandemic, the idea of working from home in any capacity was relatively unheard of. By 2022, however, the Office for National Statistics found that a quarter of us worked from home at least some of the time.
And yet, two thirds of professional services firms in the UK have stated that new job adverts will no longer feature the option of being ‘fully-remote.’
The decision, according to business leaders, is to encourage professionals to come back into the office – with close to half of hiring managers stating that they are ‘willing to wait’ for the right applicant who is able to commute into the office.
The findings – from a survey by talent solutions business Robert Walters – come amidst an all-time low in the number of fully-remote job adverts posted in the UK.
According to data from LinkedIn, the share of remote positions posted on the job site has plummeted in the last 12 months. In the UK, remote job postings have dipped more than 13% since this time last year – higher than in Germany, France, and the Netherlands.
Gerrit Bouckaert, chief executive of Robert Walters, says: “Looking back to the jobs market a few years ago and employers were desperate for talent as they tried to navigate the post-pandemic bounce back. Companies were forced to meet applicants' demands – which included accommodating remote work.
“Fast forward, and the power dynamic has shifted back in favour of employers – who have introduced a range of changes including true flexibility in hours, hybrid working, office refurbs, enhanced digital infrastructure, as well as endless soft perks such as free lunches. With that, employers want some give and take – and it seems the ‘take’ is fully remote working.”
“While I am a complete advocate for management leading from the front, a ‘one size fits all approach’ to working practices does not lend itself well to diversity or inclusion.
“For example, with hybrid (or remote) working, managers who are working parents or carers get to reap the benefits of increased time with family while continuing to do their job effectively. Forcing them back into the office could be a significant disruption to their family life – both personally and financially if you consider childcare.
“The desire for companies to push for a return-to-office is born from economic instability and stalling growth. Employers are looking at ways they can improve their productivity and output – one of these being to go back to ways of working when ‘times were good.’
“However, in the increasing age of global-working and digital proficiency, employers need to ensure they consider all the options available rather than returning immediately to the past for the answers.”
