Have you ever raised an eyebrow at something a younger worker has said or done? Or tutted behind their back, called them “lazy”, “demanding”, “too woke” or a “snowflake”?
If you have, you are definitely not alone (and we know a fair few of you have, as you’ve shared your frustration with us at Make A Difference Media).
74% of managers and business leaders believe Gen Z (those aged 12-27 years old) is more difficult to work with than other generations, according to research from ResumeBuilder.com. But choosing to perceive a colleague as difficult does not make a good foundation for a relationship, trust or engagement.
Taking a new perspective on Gen Z will be more productive for you
A much more beneficial, productive perspective to take would be to approach their behaviour with curiosity, seeking to understand and learn. An even better perspective would be to use Gen Z as inspiration for improving and future-proofing your workplace for all employees.
As we discuss in this article on the rising rates of youth unemployment and ill health, what’s the alternative?
The harsh reality is that employers need Gen Z more than Gen Z needs employers. This is largely because Gen Z has lost their fear of losing their job, they are very confident in their skills and they are very adaptable and used to uncertainty. All of these trends are explained by this insightful report commissioned by CEMS, a global alliance of top business schools, multinational companies and NGOs called ‘The Future Forward Workforce’.
But perceptions can always be changed with a bit of work. If you are in any doubt of this, read psychiatrist Viktor Frankl’s ‘Man’s Search For Meaning’, who managed his mind to find meaning and, joy even, in some of his moments as a prisoner of war in a concentration camp.
The rest of this feature will focus on tips to reframe some negative perceptions of Gen Z in service of creating a better future of work. (Again, we are not saying some of the criticisms of Gen Z are not valid, but we will cover topics such as how to help them build their resilience in future features.)
‘Jees, Gen Z is just sooooo entitled!’
Reframe: rather than Gen Z being so ‘entitled’, could it be that I am actually justified in thinking an employer should care about my Health & Wellbeing, too?
Gen Z has grown up in a cripplingly uncertain, volatile world of wars, economic uncertainty, political chaos, addictive tech and anxiety-inducing climate change predictions – this has given them a laser focus on what really matters to them and on making the most of the present moment (because they know how fast things can change).
Because of this, they are not prepared to miss important landmark life moments in the name of work. They are not prepared to sacrifice their mental or physical health for work, either.
Often older generations resent younger generations because part of them (if they are brave enough to be honest!) believes that they should go through the same hardship to progress. We hear this often in Health and Wellbeing.
For instance, it’s not uncommon for older women to say things like “I had terrible menopause symptoms but I had to just get on with it!” But this perspective gets in the way of positive progress for all.
Instead of thinking this, what about asking yourself: is there part of me pushing back because I’m annoyed I put up with less than ideal working conditions and didn’t stand up for myself, as Gen Z does?
As one Gen Z-er put it on TikTok in response to a video on this topic: “they are just mad because we are not settling for less like they did!”
And another, from an older employee: “my Gen Z coworkers have helped me stand my ground and ask for things I deserve, I appreciate them so much.”
And, from a millennial employee: “They said that about Millennials when we started entering the workforce too. They just crushed the fight out of us. Stay strong Gen Z.”
‘Why won’t Gen Z do it my way? We’ve done it this way for years, and it’s worked!’
Reframe: Instead of railing against change, embrace it. See younger workers as catalysts for positive change
As the Future Forward Workforce report says, the younger generations “bring a freshness and new health ideas about the world of work…. They are courageous, they know what they want and can articulate it… for companies the learning is that we must listen to what they want. If we don’t they will move on with no hard feelings.’”
And straight from the mouth of a Gen Z-er on TikTok:
“We’re not difficult to work with, it’s just that we aren’t gonna work for a company with zero benefits. Gen Z is changing the entire work culture for the future.”
‘Gen Z is so lazy, they arrive late and are the first to leave!’
Reframe: Gen Z know their worth and they also read their contract. Rather than arriving late and leaving early, are they actually just working their contracted hours?
The UK has a problem with presenteeism where people stay in the office, unproductive, because they are worried about not looking like they are working hard. In the past, working very long hours was seen as the way to get ahead and part of someone’s intrinsic identity, even though we know (now) this isn’t healthy. It also puts an employee at more risk of burnout.
Gen Z are not interested in this pointless people pleasing or presenteeism which does nobody any favours and does not boost productivity or profits.
They are interested in genuine, meaningful meetings and making a contribution that has impact, rather than just being ‘seen’ to be doing something.
Sometimes, however, this behaviour gets mistaken for laziness. Hattie Roche, Strategy Chief and Cofounder of Fauna, a new global employee experience consultancy, has just commissioned research into what the younger generations want.
“It’s complicated out there, in work, in society, in politics… and, in the context of such rapid and relentless transformation, we’re feeling a sense of pullback [from younger workers] which we’ve misdiagnosed as a new apathy,” she says.
“Sometimes it’s broad brushed as generational. But we need to listen harder. We need to understand our people to design strategies that prevent burnout, buy headspace and proactively support employee wellbeing.”
‘I haven’t taken a sick day in my life, but Gen Z are always off ill’
Reframe: rather than a badge of honour, perhaps older generations should take inspiration from Gen Z and time off when they are ill, to recover properly, and prevent burnout or mental illness potentially further down the line.
The fact that Gen Z does this makes it easier for older generations, for whom it hasn’t been the culture, to start doing it.
Gen Z are more likely to ask for time off for personal reasons, too. They are much less prepared to sacrifice important moments for work, as many generations before them have (and later regretted).
‘They can’t be bothered to progress in their career or go for promotion, but they don’t hesitate to ask for a pay rise!’
Reframe: many Gen Z don’t want to scale the greasy pole in the traditional way; they’ve seen the view and decided it isn’t that great. Many of them would prefer to play to their strengths, or gain wider experiences in sideways moves, rather than push themselves up.
This is especially true if workers have identified that they don’t think they would thrive in a people management role (see this feature). Hence why employers need to be thinking about providing good job design and alternative career paths – not just for young workers, but for everyone as this issue isn’t unique to Gen Z.
However, just because Gen Z aren’t necessarily wanting to progress upwards, they know their worth, and believe that companies should pay them fairly for their expertise, which is why they are not afraid to ask for a pay rise.
Many generations before them – especially historically women – have been scared to ask for more money when they want it and believe they deserve it, which ultimately leads to disengagement.
‘Gen Z think that work is a playground!’
Reframe: many of us are at work for so much of our lives, why shouldn’t we all enjoy it? Why shouldn’t we all get a sense of pride, fulfilment and personal growth from work?
As comes across time and again in research, having fun is important to younger generations and, as the Future Forward Workforce report says, “money matters but joy prevails” (page 7, listed as one of the insights from recent CEMS graduates about how work is being redefined).
Susanne Iser, Director Strategic Recruitment and Talent Acquisition at Beiersdorf AG says, in the same report: “This generation is much more playful than previous generations. They expect to also have fun at work.”
And, yes, they do view workplaces more as “collaborative playgrounds than mere workspaces”. But that’s definitely no bad thing, particularly in creative careers, because playfulness and relaxation is associated with higher creativity and original thinking, as well as a flow state.
‘Gen Z are so flighty, always downing tools to flakily go travelling’
Reframe: this is a generation that really knows how important self-care is. So much so that they actively take themselves out of the workforce when they need time to rest and recover, so they can return back at their optimum levels again.
Career breaks, for example, are crucial times for them to reenergise to avoid burning out or tipping into mental ill health. They also really value experiences, whether they be in work or outside work, which enrich their lives. Given the uncertain world they were born into, it’s no wonder they have a YOLO mindset (for those of us not in our youth, that means ‘you only live once’!) and it’s probably a helpful one to adopt in the current climate.
Instead of guilt-tripping Gen Z for handing in their resignation (a common complaint on TikTok), managers would be much better to wish them well and give them a good send off, keeping the door open for their inevitable return to work at some point. Not to mention this approach also preserves your employer’s reputation as a recruiter by avoiding the individual bad mouthing you for poor treatment.
‘Gen Z are so mouthy, always wanting their voice to be heard’
Reframe: in generations gone by, younger workers were much more deferential to older workers and wouldn’t dream of questioning them, or pushing back on unreasonable requests. However, this led to horrific situations like men in power such as Hollywood film producer Harvey Weinstein being able to manipulate younger colleagues into doing unethical things they didn’t want to do for fear of losing their jobs.
So, it’s a positive shift that elders have to earn respect and it’s not just a given now. Gen Z play an important role in keeping companies psychologically safe and ethical by being prepared to call out bad behaviour.
Especially in the UK, we need to get better at sitting with discomfort and conflicting views, as is covered in this piece on why avoiding conflict in the workplace is so detrimental to wellbeing.
‘Gen Z are so emotional’
Reframe: Gen Z has the courage to show their emotions at work. Maybe I can?
This is much healthier than repressing emotions, which can ultimately lead to longterm health problems, and is an effective way of processing them so individuals can move on and return to productivity. Of course, like so many of these tricky topics, success lies in a balance and we will shortly cover how to support Gen Z in finding this balance, which is sometimes off at work regardless of generation, a bit better.
This is a hot topic currently in Health & Wellbeing, so don’t miss our forthcoming webinar on week commening February 10, 2025, on ‘Keeping Gen Z employees happy, healthy and engaged with next generation benefits‘ in partnership with Hussle
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