Young HRM professionals’ perception of supportive work environment – identifying expected changes in employment settings

Purpose The main aim is to present young HRM (Human Resource Management) professionals’ (GenZ representatives) expectations towards a supportive work environment (SWE) and to identify organizational changes required to bridge existing and expected workplace settings. Design/methodology/approach This exploratory study is based on individual in-depth interviews with 19 young HRM professionals. Findings The results show that relationships in the workplace are crucial for creating SWE. Respondents have clear expectations towards superiors who should be diversity-aware, trustworthy and supportive. They perceive relationships with peers not only in terms of occupation but expect organizations to create opportunities to create non-work bonds. Respondents appreciate flexibility, reflected in their preferences to work in a hybrid model, which supports work-life balance. Offices should be redesigned to provide employees with quiet spaces for enhancing concentration. Respondents also claim that organizations do not pay sufficient attention to work design and structuring, which results in overtime. Practical implications The results of the study provide valuable knowledge about GenZ and their post-COVID-19 idea of SWE. The conclusions can be used by HR practitioners to improve or adjust workplaces to meet the expectations of GenZ representatives. Originality/value Existing knowledge on the work environment refers mostly to pre-pandemic conditions and expectations of older generations. Recent work changes underscore the necessity to furnish organizations and scholars with updated knowledge and guidelines. This study offers an insight into the mindset of young HRM professionals who will be responsible for introducing changes in people management systems while obtaining managerial positions.