Proactive attitudes of generation Z employees

Abstract

PURPOSE: The aim of the article is to present the results of research conducted on the proactive attitudes of Generation Z employees and to identify tools for influencing young workers to foster their proactivity in the workplace.

DESIGN/METHODOLOGY/APPROACH: The research was conducted using the diagnostic survey method, employing a questionnaire distributed via digital platforms. The research group comprised representatives of Generation Z from diverse professional backgrounds in both the private and public sectors.

FINDINGS: The results indicate that a significant portion of young employees associate proactivity with taking initiative independently. Key factors supporting proactivity include opportunities for personal and professional development, flexible working hours, and access to training. Major barriers include a lack of time and resources, as well as low motivation among colleagues. A preference for material rewards highlights the importance of financial incentives in fostering engagement.

PRACTICAL IMPLICATIONS: The findings underscore the need to create a flexible and supportive work environment that offers development opportunities and recognition systems. Organisations that identify and eliminate barriers to proactivity can effectively enhance the innovation and engagement of young employees.

ORIGINALITY/VALUE: This research provides new insights into motivational factors and challenges for Generation Z employees, offering practical recommendations for HR strategies to support proactivity in the workplace.