“Gen Z doesn’t want to show up to work,” is a sentiment I’ve heard from business leaders in my role as a performance specialist. This perspective is often accompanied by complaints about a perceived lack of motivation, unrealistic demands, or an inability to handle feedback. But dismissing this generation with oversimplified stereotypes isn’t just short sighted, it’s a missed opportunity.
The comments in this www.makedifference.media article reminded me of the need for employers to understand that Gen Z represents more than a new generation entering the workforce; they represent a huge cultural shift. Their unique perspectives, skills, and values challenge traditional workplace norms. They also illuminate the path to a more adaptive, innovative future. As the leaders and teams of tomorrow, understanding how to integrate Gen Z effectively into the workplace is not just beneficial but vital for business success.
Who Are Gen Z?
Born between 1997 and early 2012, Gen Z has grown up in a world vastly different from that of previous generations. Their experiences have been shaped by:
- Constant Connectivity: With smartphones and social media available throughout their upbringing, Gen Z is used to instant communication and have been able to communicate with anyone, anywhere, at any time.
- Digital Information: This generation has had access to online resources for learning and problem-solving from a young age. They’ve never been confined to traditional methods, such as books or physical classrooms. Instead, they have had access to endless information in multiple formats like detailed podcasts and 15-second clips.
- Global Exposure: Diverse lifestyles, ideologies, and career paths are more visible than ever. They’ve witnessed global news in real-time and influencers building six-figure incomes from their bedrooms with a laptop and Wi-Fi.
- Economic Uncertainty: Having lived through the 2008 financial crisis, the COVID-19 pandemic, rising living costs and global unrest, many have grown up sceptical of traditional career paths leading to stability.
- The Pandemic: From 2020 much of the world spent around two years in uncertainty. At times it was even illegal to meet people in person. We were living in sweatpants, bringing offices into homes and watching “Tiger King” on weekdays. For many in Gen Z, this was their last days of school or first two years of work.
This backdrop sheds light on Gen Z’s priorities while highlighting the stark contrast with earlier generations. Older generations will remember the days of dial-up internet to send a single email, the hefty expense of making overseas calls, library books to gather information, and the absolute need to be physically present at school or work—or risk falling behind. Work was defined by smart-casual dress codes, long commutes, forced small talk after a poor night’s sleep, and endless “could have been an email” meetings, all as part of a path that typically promised stability and relative comfort.
Why Traditional Work Doesn’t Appeal to Gen Z
Imagine stepping into a system where:
- Homeownership feels out of reach.
- AI threatens to make some jobs obsolete at an accelerating pace.
- Flexible, self-directed career paths seem more viable than rigid corporate structures.
For Gen Z, the old model of work like long hours in an office, strict dress codes, and unquestioned hierarchies seems increasingly irrelevant. It’s not that they don’t value work; they value work that aligns with their priorities: flexibility, purpose, and outcomes over process.
What Gen Z Brings to the Table
It’s easy to focus on what Gen Z lacks, but doing so risks ignoring their immense potential.
- Empathy and Humanity: Gen Z is increasingly attuned to mental health, diversity, and inclusivity.
- Adaptability: Raised alongside rapid technological advancements, they’re quick to learn and embrace new tools, including AI.
- Creativity and Innovation: With exposure to a vast array of circumstances, ideas and perspectives, they can bring fresh approaches to problem-solving and innovation.
- Digital Fluency: As digital natives, they often bring strong skills in leveraging technology to optimise processes and communication.
Gen Z is uniquely equipped to take full advantage of digital advancements. Human skills such as empathy, adaptability, and creativity will become even more valuable, emphasising the qualities that distinguish people from AI.
Rethinking the Workplace for Gen Z
Flexibility Over Rigidity
- How: Offer flexible schedules, remote work, and hybrid options that allow employees to work to their full potential.
- Why: Productivity is about results, not hours spent at a desk.
Purpose and Meaning
- How: Link tasks to a bigger mission. Show how their work benefits the company, community, or world.
- Why: Highlight the ways their work has value and develop a sense of purpose beyond profits.
Fair Compensation
- How: Provide competitive salaries, good benefits, and perks like wellness and generous time off.
- Why: Financial pressures mean fair pay is crucial for job satisfaction and retention.
Support and Development
- How: Invest in training, coaching, and leadership development to help them grow, close skill gaps and develop experience.
- Why: As a younger workforce, gaining experience and strengthening weaknesses is important for development. Opportunities for growth fuel motivation and a sense of purpose.
Empathy and Inclusion
- How: Strive towards a workplace culture that emphasises open communication, psychological safety, and inclusivity.
- Why: Transparency and trust encourage engagement, collaboration, and loyalty.
Explaining Business Needs
- How: Clearly explain the reasons behind mandates, ways of working, goals and requirements.
- Why: Not all personal preferences are aligned with business goals. Explaining why mandates and assignments are appropriate builds respect, transparency, and understanding.
The Business Case for Change
Some leaders fear that adapting to Gen Z’s needs might compromise business priorities. In reality, the opposite is true. Creating a workplace that values flexibility, purpose, and inclusivity boosts employee engagement, retention, and overall job satisfaction.
The pandemic demonstrated that businesses can adapt quickly when necessary. Embracing Gen Z’s strengths offers a similar opportunity: to innovate, evolve, and position organisations for long-term success.
Integrating Generations
Gen Z is not a problem to fix but a resource to embrace. Their priorities and skills may differ from those of previous generations, but with understanding and adaptation, businesses can create environments where generations can bring their strengths together harmoniously. In doing this, we can accommodate future generations and build a foundation for sustainable success.
So, how do we integrate Gen Z into the workplace?
Let go of outdated systems, value their humanity and support their growth. By doing this, we ensure a future where both businesses and their people can grow.
About the author
Emma Gray is a performance specialist and founder of Empathrive. With expertise in psychology, mental health, fitness, and software engineering, Emma brings a holistic approach to transforming the workplace. Emma deeply understands the challenges of today’s work environments and knows what it takes to empower successful teams. Through proven strategies to enhance performance and optimise work structures, Emma helps businesses boost productivity, minimise burnout, and build a positive workplace culture that drives sustainable business success.
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