Our attention span is very short.

我們的注意力很短暫。

Gen Z people are lazy.

Z 世代的人很懶。

And we seek answers immediately.

我們立即尋求答案。

We're a little bit too carefree.

我們有點太無憂無慮了。

With their social media habits, slang, and lifestyles, Gen Z seems to have a bad reputation,

Z 世代的社交媒體習慣、俚語和生活方式似乎給他們帶來了不好的名聲、

especially in the workplace.

尤其是在工作場所。

But are the complaints true?

但這些抱怨是真的嗎？

They tend to be entitled, they tend to not be loyal.

他們往往有權有勢，他們往往不忠誠。

I don't think any of us want to work 100 hours a week, to have no piece of the pie,

我認為我們中沒有人願意每週工作 100 個小時，卻分不到一杯羹、

to work for someone you don't respect, to do something that you don't believe in.

為你不尊重的人工作，做你不相信的事。

And I think for a long time, that's how we were told the world had to work.

我認為在很長一段時間裡，我們被告知世界必須如此運轉。

And I think a lot of folks are saying no, maybe the world's gonna work radically differently.

我想很多人都在說，不，也許這個世界會以截然不同的方式運轉。

And I think that's a good thing.

我認為這是一件好事。

It can feel like they're challenging you, or they're challenging your views.

這可能讓人覺得他們在挑戰你，或者他們在挑戰你的觀點。

And it is up to us to really try to define it better for them.

而我們要做的，就是努力為他們更好地定義它。

Does it get frustrating for you as a manager?

作為管理者，你會感到沮喪嗎？

Sometimes, it does get a little bit frustrating, because it does slow down a bit of efficiency.

有時，這確實有點令人沮喪，因為這確實會降低一些效率。

Loosely defined as those born between the mid-to-late 1990s and early 2010s,

鬆散地定義為 20 世紀 90 年代中後期至 2010 年代初出生的人、

they're starting to enter the workforce in greater numbers.

他們開始更多地進入勞動力市場。

And a survey reported that 3 in 4 managers find that

一項調查報告顯示，四分之三的管理人員認為

Gen Z is the most challenging generation to work with.

Z 世代是最具挑戰性的一代。

It sounds so extreme, doesn't it?

聽起來很極端，不是嗎？

This generation got caught in a big change in the workplace.

這一代人趕上了工作場所的大變革。

And on the flip side, companies were not prepared to know how to handle this.

反過來，企業也不知道如何應對。

I think the managers possibly who are saying things like this, they've forgotten that

我認為，那些說這種話的經理們可能已經忘了

they themselves probably cared about similar things when they were younger.

他們自己年輕時可能也關心類似的事情。

Ziad Ahmed is the 24-year-old founder of JuvConsulting,

齊亞德-艾哈邁德現年 24 歲，是 JuvConsulting 公司的創始人、

a digital marketing agency run fully by Gen Zs.

是一家完全由 Z 世代經營的數字營銷公司。

I am the first to admit that as a Gen Z-er who got up on stage as a 16-year-old

我首先承認，作為一名 Z 世代，我在 16 歲時就登上了舞臺

and said we're not gonna wait our turn, we're gonna make all the changes we want to make right now.

並說，我們不會等著輪到我們，我們現在就要做出我們想做的所有改變。

Being a CEO with Gen Z employees who are asking me to make that change,

作為一名首席執行官，Z 世代員工要求我做出這種改變、

I see it from both sides, if you will.

如果你願意，我可以從兩方面來看待這個問題。

Youth between the ages of 15–24 make up 34% of the global labor force.

15-24 歲的青年佔全球勞動力的 34%。

What will their transition into the workplace mean for the future of work,

他們過渡到工作場所對未來的工作意味著什麼、

and how can employers adapt?

僱主如何適應？

There are an estimated 1.8 billion adolescents and youth between the ages of 10 and 24,

據估計，10 至 24 歲的青少年有 18 億人、

making it the largest generation of young people in history.

使其成為歷史上人數最多的一代年輕人。

While there are no clear definitions or authority on the different generation cohorts,

雖然對不同的代際群體沒有明確的定義或權威的說法、

Gen Z, also known as Zoomers, is the demographic group

Z 世代，也被稱為 Zoomers，是一個人口群體

sandwiched between Millennials and the latest demographic cohort, Gen Alpha.

他們夾在千禧一代和最新的人口群體--阿爾法一代之間。

Gen Z's entry into the workplace has been characterized by multiple challenges,

Z 世代進入職場後面臨著多重挑戰、

from the Covid-19 pandemic, to record inflation and a cost of living crisis.

從 Covid-19 大流行病，到創紀錄的通貨膨脹和生活成本危機。

In turn, it's led to changes in how and where we work,

反過來，這也改變了我們的工作方式和地點、

with the traditional office making way for more remote working.

傳統的辦公室正在為更多的遠程辦公讓路。

I try to have a work life balance by going home on time, even if I have work to do.

即使有工作要做，我也會按時回家，努力平衡工作和生活。

A deal breaker for me is a place which requires me to go into office every day.

對我來說，一個要求我每天都去辦公室的地方才是最糟糕的。

I don't think I could do that. It's just way too tiring.

我覺得我做不到。太累了

Folks need to know why they're at the office every day.

人們需要知道他們為什麼每天都在辦公室。

Like, why are they working so hard?

比如，他們為什麼這麼努力工作？

What is it for?

它有什麼用？

How do they benefit if you get that goal?

如果你實現了這一目標，他們將如何受益？

Making those things clearer instead of just being like, oh you signed up for this job,

讓這些事情變得更加清晰，而不僅僅是 "哦，你是來做這份工作的"、

just work your ass off, have no transparency as to what our larger goals are,

只是拼命工作，對我們更大的目標卻不透明、

and have no purpose that binds us together?

沒有將我們聯繫在一起的目標？

No, give me a why, give me a how, give me a win.

不，給我一個原因，給我一個方法，給我一個勝利。

What has happened in the past, Nessa, is that generations were more prepared

妮莎，過去的情況是，幾代人都做好了更充分的準備。

for the workforce than they are now.

與現在相比，他們更適合工作。

And really, this group of Gen Zs, they did the COVID, remote work.

實際上，這群 "Z世代 "的人做的是COVID，是遠程工作。

So, they didn't even have an opportunity to relate to people at all in a workplace,

是以，他們甚至沒有機會在工作場所與人打交道、

were thrown into an environment that people who do have that experience are still struggling with.

他們被扔進了一個有這種經歷的人仍在苦苦掙扎的環境中。

Yes, they have technical skills because they grew up holding computers in their hands, right?

是的，他們有技術能力，因為他們從小就手握電腦，對嗎？

But those skills did not apply to the workplace.

但這些技能並不適用於工作場所。

Is there a particular demographic of managers who are just impatient?

是否有特定的管理人員群體缺乏耐心？

Are there some? Yes.

有嗎？有。

Clearly, those managers need help, too.

顯然，這些管理人員也需要幫助。

However, tensions between different generations are nothing new, says Fermin Diez,

費爾明-迪耶斯（Fermin Diez）說，不同世代之間的緊張關係並不新鮮、

a human resources expert with more than 35 years of experience.

他是一位擁有 35 年以上工作經驗的人力資源專家。

When the millennials first joined the workforce, there was the exact same amount of hype about

千禧一代剛加入勞動力大軍時，也曾有過同樣多的關於

millennials as there is now about the GenZs.

千禧一代就像現在的 Z 世代一樣。

Gen Zs, there are several things that are interesting about them.

Z 世代有幾個有趣的地方。

One is they don't plan to stay in one place for any length of time.

其一，他們不打算在一個地方呆很長時間。

That is already a challenge to HR professionals.

這對人力資源專業人員來說已經是一個挑戰。

How long have you been in the workforce?

您參加工作多久了？

Three years.

三年。

How many jobs have you had?

你做過幾份工作？

Wait, I have to count.

等等，我得數數。

This is my fourth job since graduating.

這是我畢業後的第四份工作。

The new generation, of course, has access to information

新一代當然可以獲得資訊

faster than anybody else has ever had in the past.

比過去任何人都快。

Especially after Covid, the idea of working from home has become more instituted in how they think.

特別是在 Covid 之後，在家工作的觀念在他們的思維中變得更加根深蒂固。

But the reality is that they really like learning, they like to have new experiences.

但實際上，他們非常喜歡學習，喜歡獲得新的體驗。

They're really not settled in any one profession, in any one industry.

他們在任何一個職業、任何一個行業中都無法安身立命。

So that's what makes them very hard, that they're motivated in different ways.

所以，這就是他們的難處，他們有不同的動機。

How ready is the workplace for different ideas?

工作場所對不同想法的準備程度如何？

Many companies are not there at all.

許多公司根本不在那裡。

We're going to have more gig and more hybrid workers and more part-timers, it's already here.

我們將有更多的臨時工、更多的混合工和更多的兼職人員，這一切已經到來。

I think the mistake is to try to say I'm going to retain you with money.

我認為，錯誤在於試圖說我要用錢留住你。

I think the idea is going to be, I'm going to retain you with training,

我認為我們的想法是，我將通過培訓留住你、

with development opportunities, with experiences.

有發展機會，有經驗。

Gone are the days, particularly in advertising, of just having things like a ping pong table,

現在，尤其是在廣告業，只有乒乓球桌之類東西的時代已經一去不復返了、

or having a fun interior.

或擁有一個有趣的內部空間。

What Gen Zs really want is more thoughtful experiences in the workplace.

Z 世代真正想要的是在工作場所獲得更周到的體驗。

We've looked at expanding our health and wellness insurance,

我們已經考慮擴大醫療和健康保險、

and looking at mental health benefits.

並關注心理健康的益處。

Communication when it comes to difficult conversations is going to be very, very challenging for

當涉及到困難的對話時，溝通對以下人員來說將非常、非常具有挑戰性

the Gen Z's unless they are trained.

除非對他們進行培訓。

According to a recent survey, almost half of Gen Z workers suffer from stress or anxiety arising

根據最近的一項調查，近一半的 Z 世代員工都有壓力或焦慮症。

from factors such as increasing cost of living, workload and climate change.

生活成本增加、工作量和氣候變化等因素造成的。

In fact, almost 70% of Gen Zs are actively planning to minimize their carbon footprint.

事實上，近 70% 的 Z 世代正積極計劃儘量減少碳足跡。

They want to define a better future for themselves and address key issues,

他們希望為自己確定一個更美好的未來，並解決關鍵問題、

whether that's environmental, employment, racial, gender.

無論是環境、就業、種族還是性別。

They're looking at their future and they want to be drivers of meaningful change.

他們著眼於自己的未來，希望成為有意義變革的推動者。

And I think that is challenging for businesses and brands.

我認為，這對企業和品牌來說具有挑戰性。

This sounds like it's a time for employers to really realign on what is valuable and

這聽起來像是僱主們真正需要重新定位什麼是有價值的，什麼是最重要的。

is necessary in the workplace.

在工作場所是必要的。

As a generation, we focus more on the emotional right now, as opposed to the older generation,

與老一代人相比，我們這一代人現在更注重情感、

which focuses more on results.

它更注重結果。

We need to emphasize on how we are able to bring these results and emotional well-being

我們需要強調的是，我們如何能夠帶來這些成果和情感上的幸福感

together so that we can increase productivity as a whole.

這樣我們就能提高整體生產率。

Demand for change is a sign of progress.

要求變革是進步的標誌。

If we're not seeing changes and new demands come in as employers,

如果作為僱主，我們看不到變化和新的需求、

then we're not really progressing as a workplace.

那麼我們的工作場所就沒有真正的進步。

Pooja Chhabria, who leads the editorial team in Asia Pacific at LinkedIn, adds that this

LinkedIn 亞太地區編輯團隊負責人普伽-查布里亞（Pooja Chhabria）補充道

stems from Gen Zs wanting to work for companies that align with their values.

這是因為 Z 世代希望為符合他們價值觀的公司工作。

44% of Gen Zs would want to work for roles that are actually positively contributing to the world,

44% 的 Z 世代希望從事對世界有積極貢獻的工作、

versus millennials, which is a much, much lower number at 37%.

與千禧一代相比，這個數字要低得多，只有 37%。

In April 2023, LinkedIn added a feature to allow job seekers to filter companies based on their values.

2023 年 4 月，LinkedIn 增加了一項功能，允許求職者根據自己的價值觀篩選公司。

So think of diversity, sustainability, focus on mental health, career, work-life balance, and so on.

是以，要考慮多樣性、可持續性、關注心理健康、職業生涯、工作與生活的平衡等等。

What can workplaces learn from all these values and all these attitudes

工作場所可以從所有這些價值觀和態度中學到什麼？

that Gen Z is bringing to the workplace?

Z 世代給職場帶來了什麼？

Investment in learning is extremely important.

學習投資極為重要。

Apart from that, creating cultural moments, where you actually bring Gen Zs together as well.

除此之外，還要創造文化時刻，讓 Z 世代真正走到一起。

A new employee has no standard of comparison, regardless of generation.

新員工不分輩分，沒有比較標準。

So, almost all of the employers in this video revealed that working with Gen Z employees

是以，視頻中幾乎所有的僱主都表示，與 Z 世代員工一起工作

can be a good challenge.

可以是一個很好的挑戰。

However, employers are using new tactics to engage them

然而，僱主正在使用新的策略來吸引他們

and shape the culture for a multi-generational workforce.

並塑造多代員工的文化。

I think Gen Zs are asking for a construction of a workforce that allows for more people

我認為 Z 世代要求建設一支勞動力隊伍，讓更多的人

to understand why, and allows more people to be able to say no.

瞭解原因，讓更多人能夠說 "不"。

When I talk to all these new people joining the workforce, what I tell them is,

當我與所有這些新加入勞動力大軍的人交談時，我告訴他們的是：

pick a boss.

選一個老闆。

Not a company, not a title, not even a paycheck, because that is what's going to make the

不是一家公司，不是一個頭銜，甚至不是一份薪水，因為這才是讓

biggest difference in how you find the work experience.

最大的區別在於你如何找到工作經驗。

To bosses, what I tell them is, understand that these people are impatient, understand

對於老闆，我的建議是，要理解這些人的不耐煩，理解

that their desire is to grow and to learn, coach them, ask them questions.

他們的願望是成長和學習，指導他們，向他們提問。

They'll find out the answer, they can Google it.

他們會找到答案的，他們可以谷歌搜索。

But challenge them and help them to grow.

但要向他們提出挑戰，幫助他們成長。