Insightful Perspectives: Understanding Gen Z’s Work Style and Expectations for Employers
Generation Z, or Gen Z, is a cohort of young individuals who have grown up in a world vastly different from their predecessors. With little to no memory of office culture before the COVID-19 pandemic, Gen Z has been thrust into a rapidly changing work environment. This generation has been shaped by social activism, political polarization, and hyper-transparency, resulting in unique attitudes and expectations when it comes to work.
One key aspect of Gen Z’s work style is their increased expectation that work should have a positive impact and meaning. Unlike previous generations who may have prioritized stability and financial gain, Gen Z seeks purpose and fulfillment in their careers. They want their work to align with their values and make a difference in the world. Employers need to understand and respond to this expectation by adapting their workplaces to accommodate individuals’ needs rather than expecting them to conform.
To effectively meet Gen Z’s expectations, employers must distinguish between long-term expectations and adaptive difficulties. While Gen Z may have high expectations for their employers to address environmental impacts and social issues, they may also struggle with oversensitivity to criticism. By recognizing these nuances, employers can create an environment that fosters growth and development while still providing necessary feedback.
Furthermore, Gen Z expects institutions to respond to their demands and concerns. This generation is socially aware and expects leaders to be enthusiastic about addressing ethical judgments and issues. They may even expect companies to refuse to work with certain clients or customers on ethical grounds. Employers should encourage individual voice and participation in the democratic process, allowing employees to engage with their communities and have a personal life. However, clear restrictions on employee conduct should be communicated beforehand to prevent conflicts.
Intergenerational tension between Gen Z and millennials should also be anticipated. While both generations broadly align on social issues such as diversity, inclusion, and environmental responsibility, conflicts around power, opportunity, and inclusion may arise. Companies should not shy away from diversity, equity, and inclusion (DEI) programs but should make them more genuine and less legalistic. Understanding the focus on social identity and equipping employees with conflict resolution skills can help channel energy productively.
Another aspect of Gen Z’s work style is their status as digital natives. Gen Z has grown up with technology and has an intuitive relationship with it. This generation’s familiarity with social media has led to a hyper-transparent environment, challenging corporations’ traditional reliance on confidentiality. Employers must recognize that confidentiality provisions are no longer secure and avoid explicit commitments to “radical transparency.” Structures should be built that allow Gen Z to learn, ask questions, and make mistakes outside of collective scrutiny. Privacy and psychological safety are crucial to prevent workplace “call-out culture.”
It is also important to acknowledge that Gen Z suffers from high rates of anxiety and depression. Studies have shown a significant increase in mental health issues among Gen Z, particularly among women. Employers are grappling with how to respond to requests for flexible working hours or unpaid leave. While wellness initiatives and training managers to provide cognitive behavioral therapy can help, employers must set clear role expectations, emphasize teamwork and accountability, and combine empathy with performance expectations.
Overall, Gen Z’s work style and expectations pose challenges for employers. Their fluid concept of power and distrust of institutions create a collision course with management. Fresh approaches are needed in team management, diversity and inclusion training, mental health provision, and political and social positioning. Trust, cooperation, productivity, and morale are essential for healthy enterprises to thrive.
Understanding Gen Z’s perspectives and adapting workplaces to meet their expectations will be crucial for employers looking to attract and retain top talent from this generation. By creating an environment that aligns with Gen Z’s values and provides meaningful work, employers can foster engagement, productivity, and long-term success.
