SV: That’s interesting. Tell us does the New Gen Worker ‘looks’ like.

JC: The insights revealed a lot about the fears, aspirations and preferences of youths. I’ll share briefly what we were able to glean. Do visit our website for the full report.

Young individuals aspire for greater autonomy in shaping their career paths. Prioritising happiness, fulfilment, and a sense of purpose over rushing into employment defines their approach. Despite being newcomers to the workforce, financial concerns, particularly daily expenses, loom large, regardless of age or educational background. However, they emphasise the importance of prudent saving for unforeseen circumstances.

Youthful expectations, both of the workplace and themselves, drive ambition but can also expose them to early career stresses. Yet, their openness about mental health reflects a positive attitude toward well-being. Demonstrating entrepreneurial spirit, they strive to harmonise personal passions with financial stability. Within professional settings, they actively seek avenues for career advancement, showcasing their eagerness to grow and succeed.

SV: How would these insights be used? How are they relevant to employers?

JC: These insights guide us in the development of resources and programmes at aiding youths and young professionals. Given that this is a collaborative effort involving tripartite partners, the insights are also relevant for employers.

Take for instance, internship programmes. Through the engagements, youths have mentioned that their internship experience have a direct impact on their decision whether to remain in the sector and many view internship as an important first step to experience how work is like in the sector they are thinking of going into. Employers must carefully consider the design of these programmes to ensure they are constructive and meaningful for interns. There is a strong indication that youths, from all educational backgrounds, want quality internships that enable them to apply or adapt the knowledge acquired in school, learn new skills, and value-add to the organisation.

Moving on to mentorship. Employers can field suitable professionals to join NTUC’s expanding network of industry mentors. Our survey reveals that our youths’ ideal industry mentor is someone relatable, with industry networks and with at least five years of working experience in the sector. Recognise anyone who matches this description in your organisation? Bring them in. Employers and working professionals can pay it forward by nurturing and growing our future generation of workers. If this resonates with you, NTUC looks forward to welcoming you. Drop us an email at ynmentorship@ntuc.org.sg!