{"id":6860,"date":"2025-06-23T09:06:57","date_gmt":"2025-06-23T07:06:57","guid":{"rendered":"https:\/\/www.ametragroup.com\/2025\/06\/23\/millennials-and-generation-z-how-the-industrial-world-adapts-to-new-generations-of-engineers\/"},"modified":"2026-05-28T14:53:51","modified_gmt":"2026-05-28T12:53:51","slug":"millennials-and-generation-z-how-the-industrial-world-adapts-to-new-generations-of-engineers","status":"publish","type":"post","link":"https:\/\/www.ametragroup.com\/en\/millennials-and-generation-z-how-the-industrial-world-adapts-to-new-generations-of-engineers\/","title":{"rendered":"Millennials and Generation Z: How the Industrial World Adapts to New Generations of Engineers"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">They grew up with the digital transition, started their careers in a changing world, and today represent a growing portion of the technical workforce in industry: <strong>millennials<\/strong> (born between 1981 and 1995) and <strong>Generation Z<\/strong> (born from 1996 onwards) bring with them new expectations regarding career, management, and corporate values.<\/p>\n\n<p class=\"wp-block-paragraph\">Their vision of work does not oppose the industrial world; rather, it questions it, stimulates it, and encourages it to transform. <\/p>\n\n<p class=\"wp-block-paragraph\">How can these aspirations be met without compromising the technical and organizational fundamentals of engineering? What concrete levers can be activated to <strong>reconcile<\/strong> <strong>industrial demands<\/strong> with the <strong>quest for meaning<\/strong>? <\/p>\n\n<h2 class=\"wp-block-heading\"><strong>Understanding the Expectations of Generation Y (Millennials)<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">Contrary to popular belief, and now well-established in professional life, millennials are not resistant to effort or long-term commitment. However, they expect their contribution to have <strong>meaning<\/strong>, their work to be part of a <strong>continuous learning dynamic<\/strong>, and their professional environment to <strong>evolve with them<\/strong>. <\/p>\n\n<p class=\"wp-block-paragraph\">Among their main expectations:<\/p>\n\n<ul class=\"wp-block-list\">\n<li>The <strong>possibility of changing sectors or roles<\/strong> without starting from scratch;<\/li>\n\n\n\n<li>A <strong>managerial framework based on listening, recognition, and clarity<\/strong>;<\/li>\n\n\n\n<li>Increased attention to <strong>quality of life at work<\/strong>, whether it concerns work-life balance, corporate culture, or societal engagement.<\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">These expectations translate into a strong need for <strong>managerial proximity<\/strong> and an <strong>integration process<\/strong> that considers human dimensions from the moment they join the company.<\/p>\n\n<h3 class=\"wp-block-heading\"><strong>What studies say:<\/strong><\/h3>\n\n<ul class=\"wp-block-list\">\n<li><strong>75%<\/strong> of millennials place <strong>meaning at work<\/strong> at the same level as remuneration (<a href=\"https:\/\/www.cegos.com\/fr\/notre-barometre-international-ld-2023-est-disponible\">Cegos Barometer 2023<\/a>);<\/li>\n\n\n\n<li><strong>60%<\/strong> plan to <strong>leave their company within two years<\/strong> if the work environment does not meet their expectations (<a href=\"https:\/\/www.deloitte.com\/fr\/fr\/services\/consulting\/research\/millennial-survey-2024.html\">Deloitte Millennial Survey 2024<\/a>);<\/li>\n\n\n\n<li>The <strong>need for recognition and regular feedback<\/strong> is considered <strong>essential for engagement<\/strong> (<a href=\"https:\/\/www.gallup.com\/workplace\/236441\/millennials-feedback-learn-grow.aspx\">Gallup State of the Global Workplace 2023<\/a>).<\/li>\n<\/ul>\n\n<h2 class=\"wp-block-heading\"><strong>Generation Z: A Quest for Impact, Meaning, and Balance<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">Now increasingly present in teams, <strong>young people born after 1996<\/strong> further challenge established norms. At Ametra, <strong>24% of employees are under 25<\/strong>, and <strong>27% are between 26 and 30<\/strong>, making this generation a key driver of transformation. <\/p>\n\n<p class=\"wp-block-paragraph\">Their main expectation? That their profession has <strong>a positive impact<\/strong>, not only within the company but also in society. <\/p>\n\n<p class=\"wp-block-paragraph\">Among the topics that particularly mobilize them:<\/p>\n\n<ul class=\"wp-block-list\">\n<li><strong>Inclusion<\/strong>; <\/li>\n\n\n\n<li><strong>Sustainable development<\/strong>, even in technological or defense sectors;<\/li>\n\n\n\n<li><strong>Ecomobility<\/strong> and the reduction of their <strong>carbon footprint<\/strong>;<\/li>\n\n\n\n<li>Genuine <strong>CSR<\/strong> <a href=\"https:\/\/www.ametragroup.com\/fr\/votre-carriere\/engagement-rse\"><strong>commitment<\/strong><\/a>, daily, in both missions and corporate culture.<\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">This sensitivity is also reflected in their choices: Gen Z are <strong>less inclined to compromise on their values<\/strong>. They are less hesitant to leave a position if it does not align with their convictions or personal balance. <\/p>\n\n<h2 class=\"wp-block-heading\"><strong>What Concrete HR Responses in Industry?<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">At Ametra, several approaches have been implemented to meet these generational expectations, while strengthening employee commitment in the long term.<\/p>\n\n<h3 class=\"wp-block-heading\"><strong>Offer Evolving and De-compartmentalized Career Paths<\/strong><\/h3>\n\n<p class=\"wp-block-paragraph\">In a constantly evolving sector, the possibility of changing sectors (automotive, railway, aeronautics, defense, etc.) or trajectories (project, technical, or even management) is essential. <strong>Ametra encourages functional, <\/strong><a href=\"https:\/\/www.ametragroup.com\/2024\/01\/25\/comment-ametra-accompagne-la-mobilite-geographique-de-ses-collaborateurs\/\"><strong>geographical<\/strong><\/a><strong> and sectoral mobility<\/strong> throughout career paths.<\/p>\n\n<h3 class=\"wp-block-heading\"><strong>Foster a Culture of Close Managerial Support<\/strong><\/h3>\n\n<p class=\"wp-block-paragraph\">Younger generations expect genuine <strong>listening<\/strong>, <strong>clear guidance<\/strong>, and <strong>regular interactions<\/strong> with their managers. At Ametra, supervision is provided by <strong>technical managers<\/strong>, often from the field, which strengthens <strong>trust<\/strong> and <strong>professional alignment<\/strong>. <\/p>\n\n<p class=\"wp-block-paragraph\">Regular <strong>satisfaction surveys<\/strong> help gauge team sentiment. And if a project does not meet an employee&#8217;s expectations, <strong>repositioning solutions<\/strong> are systematically explored. <\/p>\n\n<h3 class=\"wp-block-heading\"><strong>Strengthen CSR Commitment<\/strong><\/h3>\n\n<p class=\"wp-block-paragraph\">Societal and environmental commitment is a strong selection criterion for both Gen Z and Millennials. Ametra translates this commitment into several concrete initiatives: <\/p>\n\n<ul class=\"wp-block-list\">\n<li>The redefinition in 2024 of the <a href=\"https:\/\/www.ametragroup.com\/politique-rh\/ametra-group\/?p=3200#:~:text=Engineering%20%7C%20Ametra%20Group-,Respect%2C%20Passion%20et%20D%C3%A9termination%20%3A%20les%203,valeurs%20fondamentales%20d&#038;\"><strong>group&#8217;s values<\/strong><\/a> (Respect, Passion, Determination), co-constructed with the teams;<\/li>\n\n\n\n<li>Concrete <strong>sponsorship and patronage actions<\/strong>: participation in the <a href=\"https:\/\/www.linkedin.com\/feed\/update\/urn:li:activity:7176070864392826880\/\">Course des Bleuets<\/a>;<\/li>\n\n\n\n<li>An <strong>active partnership with <\/strong><a href=\"https:\/\/article-1.eu\/\"><strong>Article 1<\/strong><\/a>, an association that promotes equal opportunities, with <strong>mentoring<\/strong> actions for young people in academic programs by volunteer employees.<\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading\"><strong>Act Concretely for an Inclusive and Responsible Work Environment<\/strong><\/h3>\n\n<p class=\"wp-block-paragraph\">Beyond visible external CSR commitments, Ametra also acts internally to make the company a <strong>healthy, equitable, and respectful<\/strong> environment. This is reflected in several initiatives: <\/p>\n\n<ul class=\"wp-block-list\">\n<li>Regular <strong>harassment awareness actions<\/strong>, particularly for managers, to ensure serene working conditions at all levels;<br\/><\/li>\n\n\n\n<li>An active policy in favor of <strong>professional equality<\/strong> between women and men, especially in technical professions;<br\/><\/li>\n\n\n\n<li>Attention paid to the <strong>diversity of backgrounds and profiles<\/strong>, valuing skills over academic origins alone;<br\/><\/li>\n\n\n\n<li>The promotion of <strong>values lived daily<\/strong>: respect, listening, and benevolence.<br\/><\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">These approaches are not incidental: they are at the heart of the employee experience and contribute to creating a climate of <strong>trust<\/strong> and <strong>lasting commitment<\/strong>.<\/p>\n\n<h3 class=\"wp-block-heading\"><strong>Promote Conviviality and Collective Life<\/strong><\/h3>\n\n<p class=\"wp-block-paragraph\"><strong>Agency events<\/strong>, such as friendly gatherings or activities (karting, tree climbing, etc.), are highly popular. These moments foster a <strong>sense of belonging<\/strong>, beyond the position or technical project. <\/p>\n\n<h2 class=\"wp-block-heading\"><strong>Two Different Generations, One Shared Expectation of Meaning<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">Responding to these expectations does not mean changing the corporate culture, but rather evolving its modalities.<\/p>\n\n<p class=\"wp-block-paragraph\">Engineers of these generations are not seeking to transform everything: they want their professional commitment to have an impact, to be part of a stimulating collective, and to allow them to grow.<\/p>\n\n<p class=\"wp-block-paragraph\">For industrial companies, this generation is an opportunity. It encourages rethinking career paths, better valuing skills, and creating a work environment where technical excellence coexists with attention to individuals. <\/p>\n\n<p class=\"wp-block-paragraph\"><em>Find all of the <\/em><a href=\"https:\/\/www.ametragroup.com\/fr\/votre-carriere\/engagement-rse\"><em>Ametra Group&#8217;s initiatives and commitments <\/em><\/a> <em>on our official website. We are also   <\/em><a href=\"https:\/\/www.linkedin.com\/company\/ametra\/\"><em>on LinkedIn<\/em><\/a><em>!<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>They grew up with the digital transition, started their careers in a changing world, and today represent a growing portion of the technical workforce in industry: millennials (born between 1981 and 1995) and Generation Z (born from 1996 onwards) bring with them new expectations regarding career, management, and corporate values. Their vision of work does not oppose the industrial world; rather, it questions it, stimulates it, and encourages it to transform. How can these aspirations be met without compromising the technical and organizational fundamentals of engineering? What concrete levers can be activated to reconcile industrial demands with the quest for meaning? Understanding the Expectations of Generation Y (Millennials) Contrary to popular belief, and now well-established in professional life, millennials are not resistant to effort or long-term commitment. However, they expect their contribution to have meaning, their work to be part of a continuous learning dynamic, and their professional environment to evolve with them. Among their main expectations: These expectations translate into a strong need for managerial proximity and an integration process that considers human dimensions from the moment they join the company. What studies say: Generation Z: A Quest for Impact, Meaning, and Balance Now increasingly present in teams, young people born after 1996 further challenge established norms. At Ametra, 24% of employees are under 25, and 27% are between 26 and 30, making this generation a key driver of transformation. Their main expectation? That their profession has a positive impact, not only within the company but also in society. Among the topics that particularly mobilize them: This sensitivity is also reflected in their choices: Gen Z are less inclined to compromise on their values. They are less hesitant to leave a position if it does not align with their convictions or personal balance. What Concrete HR Responses in Industry? At Ametra, several approaches have been implemented to meet these generational expectations, while strengthening employee commitment in the long term. Offer Evolving and De-compartmentalized Career Paths In a constantly evolving sector, the possibility of changing sectors (automotive, railway, aeronautics, defense, etc.) or trajectories (project, technical, or even management) is essential. Ametra encourages functional, geographical and sectoral mobility throughout career paths. Foster a Culture of Close Managerial Support Younger generations expect genuine listening, clear guidance, and regular interactions with their managers. At Ametra, supervision is provided by technical managers, often from the field, which strengthens trust and professional alignment. Regular satisfaction surveys help gauge team sentiment. And if a project does not meet an employee&#8217;s expectations, repositioning solutions are systematically explored. Strengthen CSR Commitment Societal and environmental commitment is a strong selection criterion for both Gen Z and Millennials. Ametra translates this commitment into several concrete initiatives: Act Concretely for an Inclusive and Responsible Work Environment Beyond visible external CSR commitments, Ametra also acts internally to make the company a healthy, equitable, and respectful environment. This is reflected in several initiatives: These approaches are not incidental: they are at the heart of the employee experience and contribute to creating a climate of trust and lasting commitment. Promote Conviviality and Collective Life Agency events, such as friendly gatherings or activities (karting, tree climbing, etc.), are highly popular. These moments foster a sense of belonging, beyond the position or technical project. Two Different Generations, One Shared Expectation of Meaning Responding to these expectations does not mean changing the corporate culture, but rather evolving its modalities. Engineers of these generations are not seeking to transform everything: they want their professional commitment to have an impact, to be part of a stimulating collective, and to allow them to grow. For industrial companies, this generation is an opportunity. It encourages rethinking career paths, better valuing skills, and creating a work environment where technical excellence coexists with attention to individuals. Find all of the Ametra Group&#8217;s initiatives and commitments on our official website. We are also on LinkedIn!<\/p>\n","protected":false},"author":5,"featured_media":6861,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_titles_title":"","_seopress_titles_desc":"They grew up with the digital transition, started their careers in a changing world, and today represent a growing portion of the technical workforce in\u2026","_seopress_robots_index":"","_seopress_robots_follow":"","_seopress_robots_imageindex":"","_seopress_robots_snippet":"","_seopress_robots_primary_cat":"","_seopress_robots_breadcrumbs":"","_seopress_robots_freeze_modified_date":"","_seopress_robots_custom_modified_date":"","_seopress_robots_canonical":"","_seopress_social_fb_title":"","_seopress_social_fb_desc":"","_seopress_social_fb_img":"","_seopress_social_fb_img_attachment_id":0,"_seopress_social_fb_img_width":0,"_seopress_social_fb_img_height":0,"_seopress_social_twitter_title":"","_seopress_social_twitter_desc":"","_seopress_social_twitter_img":"","_seopress_social_twitter_img_attachment_id":0,"_seopress_social_twitter_img_width":0,"_seopress_social_twitter_img_height":0,"_seopress_redirections_value":"","_seopress_redirections_enabled":"","_seopress_redirections_enabled_regex":"","_seopress_redirections_logged_status":"","_seopress_redirections_param":"","_seopress_redirections_type":0,"_seopress_analysis_target_kw":"","_seopress_news_disabled":"","_seopress_video_disabled":"","_seopress_video":[],"_seopress_pro_schemas_manual":[],"_seopress_pro_rich_snippets_disable_all":"","_seopress_pro_rich_snippets_disable":[],"_seopress_pro_schemas":[],"footnotes":""},"categories":[145,138],"tags":[],"class_list":["post-6860","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-careers-hr","category-actualites"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.ametragroup.com\/en\/wp-json\/wp\/v2\/posts\/6860","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ametragroup.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ametragroup.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ametragroup.com\/en\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ametragroup.com\/en\/wp-json\/wp\/v2\/comments?post=6860"}],"version-history":[{"count":1,"href":"https:\/\/www.ametragroup.com\/en\/wp-json\/wp\/v2\/posts\/6860\/revisions"}],"predecessor-version":[{"id":6862,"href":"https:\/\/www.ametragroup.com\/en\/wp-json\/wp\/v2\/posts\/6860\/revisions\/6862"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ametragroup.com\/en\/wp-json\/wp\/v2\/media\/6861"}],"wp:attachment":[{"href":"https:\/\/www.ametragroup.com\/en\/wp-json\/wp\/v2\/media?parent=6860"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ametragroup.com\/en\/wp-json\/wp\/v2\/categories?post=6860"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ametragroup.com\/en\/wp-json\/wp\/v2\/tags?post=6860"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}