【職場新氣象】Z世代較可能因逃避職場壓力而請病假 調查：工作投入度比例下降到33% Generation Z is more likely to take sick leave to avoid workplace stress. Survey: Work engagement rate drops to 33%

疫情以來，年輕工作者的工作熱情顯著改變。蓋洛普的調查顯示，從2019年到2022年，35歲以下的打工仔對工作的投入度比例從37%下降到33%，這是自2011年以來的最低水平。同時，表示會「積極不投入」的年輕打工仔比例從12%上升到17%。年輕一代的工作熱情不再，與老一輩的差距已消失殆盡。

這對企業而言是個壞消息。低工作投入度將導致員工流失率上升和利潤減少，蓋洛普估計這為全球經濟每年帶來7.8兆美元的生產力損失。更令人擔憂的是，年輕員工的工作滿足感不僅下降，還影響到他們的心理健康和職業發展。

年輕員工表示他們感受到的變化包括：對他們的關心減少、缺乏鼓勵其發展的支持、學習成長機會的減少、在工作場所缺乏朋友，以及認為自己的意見不被重視。這一系列因素導致他們對工作的熱情大幅減退。顯而易見，現今的職場環境在某些方面未能滿足年輕工作者的需求，讓他們失望。

部分問題的成因，可以歸咎於疫情時期遠程工作模式的興起。遠程和混合工作雖然靈活，但對於剛離開校園、依賴工作進行社交和尋求指導的年輕人來說，卻可能不是最佳選擇；而且他們是最不傾向全職遠程工作的一群。遠程工作改變了工作和社交互動的方式，使得年輕人難以獲得必要的指導和學習機會。此外，像Slack這樣的數位通訊工具，雖然帶來了便利，卻也間接減少了面對面交流的機會，使得年輕員工難以通過觀察去學習和適應職場。

在遠距或混合辦公環境中，了解和適應公司文化變得更困難。這不僅增加了他們的工作壓力，也加劇了社交焦慮，讓他們更傾向於避免面對面的互動。另外有調查顯示，Z世代較有可能因逃避職場壓力而選擇請病假。

企業需要採取積極措施來對年輕人提供足夠的支援，包括改進遠程工作的結構、增加交流和學習的機會，以及建立一個更加包容和更多支援的工作環境。只有當年輕員工感覺到被重視和支持時，他們才能充分發揮潛力，從而促進整個組織成長，並取得成功。

Since the pandemic, the work enthusiasm of young workers has changed significantly. Gallup's survey shows that from 2019 to 2022, the engagement rate of workers under 35 dropped from 37% to 33%, the lowest level since 2011. At the same time, the proportion of those "actively disengaged" rose from 12% to 17%. The working passion of the younger generation has diminished, and the gap with older generations has all but disappeared.

This is bad news for businesses. Low employee engagement leads to high turnover rates and reduced profits, with Gallup estimating this costs the global economy $7.8 trillion in lost productivity annually. More concerning is that young workers' job satisfaction has not only declined, but it also affects their mental health and career development.

Young employees report feeling less cared for, a lack of support for their development, fewer opportunities for learning and growth, a lack of friends in the workplace, and feeling that their opinions are not valued. These factors lead to a significant decline in their enthusiasm for work. Clearly, the current workplace environment is failing to meet the needs of young workers in some respects, leading to disappointment.

Part of the problem can be attributed to the rise of remote work models during the pandemic. Although remote and hybrid work are flexible, they may not be the best choice for young people who rely on work for social interaction and guidance, and they are least inclined to work remotely full-time. Remote work has changed the way of working and social interaction, making it difficult for young people to get the necessary guidance and learning opportunities. Additionally, digital communication tools like Slack, while convenient, have also indirectly reduced face-to-face interaction opportunities, making it difficult for young workers to learn and adapt through observation.

In remote or hybrid work environments, understanding and adapting to company culture has become more difficult. This not only increases their work stress but also intensifies their social anxiety, making them more inclined to avoid face-to-face interactions. Moreover, surveys show that Generation Z is more likely to take sick leave to avoid workplace stress.

Companies need to take proactive measures to provide adequate support, including improving the structure of remote work, increasing opportunities for communication and learning, and creating a more inclusive and supportive work environment. Only when young employees feel valued and supported can they fully realize their potential, thus promoting overall organizational growth and success.