What do Gen-Z really want from work?
“The only things certain are death and taxes,” Benjamin Franklin once famously said. As we know, he wasn’t exactly right.
From ancient Greek philosophers to modern-day keyboard warriors, grumbling about ‘the youth of today’ has been an unshakable constant.
But now Gen Z make up more of the workforce than baby boomers. And by 2035, they’ll be the majority. So, maybe it’s time to put the complaining to bed and start collaborating, so we can build a workplace fit for the future.
We spoke to Gen Z representatives, Assistant Behavioral Psychologists, and recent EZRA joiners, Mariana Sarmiento and Oscar Lofts, to find out how.
Not uncommitted, just misunderstood
“Misconceptions of the younger generations are rife,” Oscar believes.
Gen Z often find themselves criticized for being lazy, over-sensitive, or having attention spans a goldfish would look down on.
These characterizations aren’t just unfair, they can be harmful—research shows 31% of managers avoid hiring Gen Z for entry-level positions in favor of older workers.
Combine that with a job market that is more like musical chairs than music to the ears, and your average Gen Z now has to apply for 24 different jobs before landing a role. That’s double the number for Gen X (13) and Baby Boomers (11).
“The cycle of rejection can be unnerving. People lose hope in finding that opportunity,” says Oscar.
Unlocking the strengths of Gen Z
Given sustainable success relies on young blood, “Organizations should be more willing to bet on potential, rather than always looking to previous experience from the get-go,” Mariana thinks.
With Gen Z’s tech-fluency, social awareness, and unparalleled adaptability, they might just find they like the odds.
But if organizations are to truly capitalize on these talents, the conditions need to be just right. And that might mean doing things a bit differently.
Offer purpose over perks
“Younger generations have come into the world of work with a shift in priorities,” says Mariana.
Ping-pong tables and pizza simply won’t cut it anymore. Gen Z want organizations that stand for something real. They’re motivated by purpose, not perks. And 44% are willing to stay away if a company doesn’t shape up.
Be a mentor AND a manager
Gen Z crave feedback. And not just once a year in a performance review.
“Gen Z want to learn. Having that mentorship within the business to provide support and guidance through their early career is so useful,” says Oscar.
That’s particularly true given the disruption wrought on their early professional development by the pandemic.
Support good work-life balance
Sure, salary matters. Especially when rent eats up half of it. But so does sanity.
“Leaders and organizations need to address the key tensions young people are calling out, like burnout and hustle culture,” Mariana thinks.
Sustainable workloads, mental health support, and respect for personal time are basics for Gen Z, not benefits.
Provide opportunities for growth
“Younger people expect rapid career growth,” Mariana says.
But that’s not necessarily about promotion. It’s about progress. For a generation predicted to work 18 jobs across 6 careers, skills matter more than titles.
“Leaders should provide young workers training, development programs, and constant feedback to build skills on the job,” she thinks.
Allow for flexibility
Raised on a digital diet, Gen Z know full-well productivity isn’t confined to an office cubicle.
“Remote work, digital nomadism, and hybrid roles have become part of the norm,” Mariana points out.
Flexibility means autonomy. A way to restore balance and manage energy in an often-overwhelming working world.
On the forefront of change
From fax machines and floppy disks to video calls and cloud storage, the world of work has undergone seismic change in recent decades. And as the true impact of AI starts to unfold, the contrast will only get starker.
On the front line of this change? Gen Z, the first true digital natives. The more organizations embrace them, the better future-proofed they’ll be.
And who knows? If older generations take the time to listen, they might just learn a thing or two from them along the way.