Throughout 2025, workplaces are expected to see a new generation of workers surpass Baby Boomers in representation. Also known as Zoomers, Gen Z, born from the late 1990s to the early 2010s, is set to mark a transformative shift in the workforce. Being the most diverse generation in history, Gen Zers are also true digital natives whose lives are greatly influenced by the omnipresence of smartphones and digital media.
In anticipation of this shift, employers find themselves caught between apprehensions about Gen Z’s reported entitlement and supervision challenges on one side and their immense potential to reshape workplace dynamics. Gen Z’s significantly disparate work style and expectations have attracted considerable attention; however, research suggests that fundamental desires and motivations among employees are more alike than different across generations. Companies must be ready to look past preconceptions to create a collaborative environment where everyone, irrespective of their age, plays to their strengths and produces their best work.
Embrace the Nuances
With an unapologetic approach to pursuing their goals, Gen Z also challenges their workplaces to shake off complacency and break free from long-established, now outdated norms. They don’t hesitate to question why something is done in a certain way, and they expect their leaders to practice what they preach. They seek workplaces that align with their purpose and are excited to advocate for company missions that spark their passion. If anything, this is an excellent chance for companies to initiate changes for the better and learn along the way.
Employers can significantly benefit from actively engaging with their employees, listening to and understanding their perspectives to identify patterns, anomalies, and what works and what doesn’t. This is not limited to work. Besides roles and responsibilities, their concern for a broader set of societal challenges like sustainability and climate change can steer actionable insights within the company, influencing strategic decisions and fostering innovation.
Attracting and Retaining Young Talent—Many Ways to Be Flexible
Since the younger generation of workers is more comfortable switching jobs than other generations, employers must put in more work to retain them. Loyalty can no longer be taken for granted—it has to be nurtured.
It’s important to inform employees that they have a future in the company, and not in a one-and-done manner. Actions need to carry more weight than words. Regularly reviewing roles and responsibilities, for instance, ensures that employees’ tasks align with their strengths, interests, and preferences.
Traditional approaches to career progression have become redundant, giving way to more dynamic and evolving roles. Up is not the only way to go—employees can grow horizontally, moving laterally across different roles or departments or even diagonally, advancing upward and laterally within a specific specialty or cross-functional role. Similarly, designing learning and development programs allows room for professional and personal goals to coexist. Alongside job-oriented upskilling, opportunities to also learn skills that employees are personally interested in can spark motivation and positively impact their performance. Needless to say, consistently rewarding good work through a culture of appreciation can work wonders in favor of employee loyalty. Gen Zers expect their workplaces to evolve with the world around them. When organizations strive to keep up with these expectations, it appeals to their employees and challenges the management to be quick on their feet, thereby fostering company growth.
With a renewed focus on productivity and output rather than traditional working hours, people want to work in ways that suit them best. Work-life integration, rather than work-life balance, is a term better suited to reflect the way employees integrate their lives around work today. In 2024, asynchronous or “async” work cultures will continue to rise in popularity, allowing employees to schedule their work hours according to their preferences and reduce or eliminate dependency. Ultimately, it boils down to finding the right balance between asynchronous work and collaboration in the most efficient way. According to a recent survey, 70 percent of undergrads are more likely to apply to a job that offers schedule flexibility. For them, flexibility is the new standard.
Focus on Strengths, Not Generalizations
Amidst the influx of Gen Z talent in the workplace, it’s easy to be distracted by assumptions and generalizations. However, stereotypes are best kept at bay. Instead, the focus should be on identifying the strengths and weaknesses of all team members and figuring out the best ways to work together towards common goals, whether it’s profitability, innovation, or something else. If the Gen Zers in the team are technology enthusiasts, think about how their tech-savvy can be used. Maybe it can be done by implementing digital tools and platforms that streamline workflows and enhance efficiency.
Reverse mentoring is another good idea, offering junior employees the opportunity to share their expertise with seniors in subjects such as digital media, technology, and emerging trends—bridging knowledge and generational gaps and nurturing team rapport. Similarly, suppose the younger generation at the workplace is eager to question the status quo. Why not treat it as an opportunity to engage with them and incorporate their ideas to improve existing processes or practices?
Building a Collaborative Workplace
Put simply, if there is one thing organizations should be prepared for, it’s experimentation. While static workplace practices and cultures may have worked in the past, younger generations are becoming less tolerant of inflexible work settings. They seek workplaces that align with their values and, at the same time, accommodate their personal and professional growth. It’s easy to get lost in all the discourse about Gen Z in the workplace, but focusing on employees more as individuals and less as members of a demographic segment will be the most efficient way to build a collaborative workforce that allows every member to bring their best to the table.
