Generation Z leads movement for greater financial appreciation

According to research by Robert Half, a global consultancy in talent solutions, Generation Z professionals (between 18 and 27 years) were the ones who raised their salary expectations in Brazil the most compared to the previous year.For 74% of the interviewed employers, candidates of this age group are more demanding when it comes to remuneration.

The study included 500 employers of different sizes, sectors and regions of the country, as well as 1,000 workers, equally distributed among the four generations analyzed: Baby Boomers (+60 years), Generation X (44 to 59), Millennials (28 to 43) and Generation Z.

Among Brazilian companies, 41% stated that Generation Z professionals are “much more demanding” in relation to salary, higher than the rate observed among Millennials (24%), Generation X (18%) and Baby Boomers (9%). Other 33% consider that Gen Z talents are “a little more rigorous”, compared to 47% of Millennials, 25% of Generation XTP and 14T of Baby Boomers behavior of the 1, making it less demanding on the subject to G3.

Globally, 37% of Gen Z talent has become much more stringent in terms of pay. For Millennials, this figure is 22%; for Generation X, 12%; and for Baby Boomers, 8%. In addition to Brazil, the survey covered Belgium, France, Germany, the Netherlands, Switzerland and the United Kingdom.

This behavior is also reflected in the expectations of the professionals themselves: 39% of Generation Z expect a wage increase in the next 12 months because they consider having acquired new skills or qualifications. Other 34% cite the overcoming of performance goals as justification, while 28% mention the impact of inflation on the cost of living and the increase in the workload.

“O we see is a generation that values purpose and work environment, but also understands financial recognition as an essential part of the” package, reflects Amanda Adami, manager of Robert Half.“Unemployment rates continue at historically low levels, which increases competitiveness among professionals and reinforces the perception of their own value in the” market, he adds.

In addition to salary, corporate benefits also gain prominence. Almost three quarters (72%) of employers have noticed an increase in the demands of Generation Z for this type of compensation. The index is higher than that of the other generations analyzed, indicating that expectations go beyond direct remuneration.

The study also shows that the criteria used to justify an increase vary between generations. While younger people prioritize the development of skills and performance, Baby Boomers are the ones who most point to the increase in the cost of living as a reason to seek better wages. Millennials and Gen X professionals balance the appreciation of new learning with the achievement of goals.

For companies, the challenge is to understand these nuances and offer proposals perceived as attractive. “The balance between financial recognition, growth opportunities and quality of life tends to determine the success of talent attraction and retention strategies, now and in the future. Leaders need to be aware of this to form high-performance and sustainable teams in the long term”, concludes Amanda.