What does the next generation want from their workplace – and how do they want to work in the future? The answer impacts property, technology and HR functions alike.
With workplace practices also having significantly shifted as a result of hybrid work, ANZ engaged ºÚÁÏÂÛ̳ Edge in partnership with Design Factory Melbourne to understand the needs, attitudes and expectations of next generation workers, with the results informing the bank’s broader workplace strategy.
Through access to students, ºÚÁÏÂÛ̳ was able to tap into the next generation who haven’t yet started work, as well as ANZ’s graduate and early career workers. The report’s results provided critical insights for optimising ANZ’s future workforce and workplace.
The partnership
Trusted methodology
Design Factory Melbourne’s methodology is informed by well-founded innovation frameworks, ensuring the report’s data is rigorous.
Co-designed
ºÚÁÏÂÛ̳ Edge and Design Factory Melbourne co-designed the research project with ANZ, so the result was fully tailored to their needs.
Myth-busting
The results debunked some Gen Z work preferences myths, enabling ANZ to make better informed organisational decisions.
Co-designed for targeted results
Following a co-design process with ANZ’s project team, ºÚÁÏÂÛ̳ Edge and Design Factory Melbourne ran three workshops, targeting different cohorts of next generation workers, including final year ºÚÁÏÂÛ̳ undergraduate students.
The ºÚÁÏÂÛ̳ team analysed both the participants’ current hybrid working experience, as well as their future needs and preferences for how they work and the workplace environment. The approach was expansive, considering multiple perspectives – work practices, digital and physical workplace experience, and workplace attributes – and driven by Design Factory Melbourne’s trusted tools and methodologies.
The process involved mixed mediums, including digital and analogue engagement, during face-to-face workshops in the office.Â
Data to inform future decisions
ºÚÁÏÂÛ̳ Edge and Design Factory Melbourne delivered a report on the findings of the engagement, providing key insights for ANZ’s future workplace planning.
This engagement uncovered some surprising results, debunking myths around Gen Z working preferences. For example, the research showed that next gen employees see great value in spending time on site, as well as working remotely. However, on-site time needs to be spent purposefully – whether that involves co-locating with their team, or engaging in social connection. Other motivations for spending time on site include accessibility to leaders, informal learning and meaningful face-to face collaboration.
Nex gen employees are also extremely comfortable with digital learning pathways, digital connection and asynchronous and synchronous digital collaboration, the latter is dependent on inclusive engagement in meetings.
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