5 Things to Consider About Gen Z’s Work Ethic
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In the past few years, we’ve seen the arrival of Gen Z into the workplace and we’ve watched as they set new standards for what employees expect from their employers. From previous generations, specifically Boomers and Baby Boomers, who placed a lot of value and self-worth in their careers and jobs, we are starting to see a shift in what Gen Z prioritizes in their lives. This shift has created some discourse and led some of the older generations to believe that Gen Z is ‘lazy’.
However, this belief fails to take into account Gen Z’s perspective and how different their lives have been growing up as well as how different their lives will be as they get older compared to older generations. We’re going to look at 5 things you should consider when looking at Gen Z’s work ethic in an attempt to bridge the gap of understanding between generations.
Remote Work Promotes Work-Life Balance
During the pandemic, we were introduced to the concept of remote work, and since then many younger workers find themselves not wanting to go back to the office. It essentially comes down to work-life balance and wanting more flexibility in their day. Let’s look at a few reasons:
Remote work cuts down unnecessary time and money spent commuting, giving people more time for actual work
Once work is done, they are free to move on with their day, giving them more time for hobbies or family
Many Gen Z work multiple jobs to pay bills, which makes remote work ideal for them
They are used to technology and prefer to communicate over text channels, cutting down meeting time or the need for face-to-face interaction
They want flexibility in their schedules and autonomy to complete their work
Work to Live, not Live to Work
A common characteristic of Boomers and Baby Boomers is that they are work-centric - a large portion of their accomplishment and self-worth is derived from working. This meant they were workaholics and often went above and beyond at work. This expectation has carried through generations but has lessened more and more until we arrive at Gen Z, who are very conscious of their mental health and the consequences of chronic burnout.
Gen Z often prioritizes other aspects of their lives and view their job as a way to make money to fund those aspects, whether it be passions, hobbies, travel, family, their social life, etc. They also don’t often associate their career accomplishments with their self-worth and promote self-love, which means they also recognize the value they have as employees.
They’re Struggling to Live
With the rising cost of living, entry-level and even mid-level salaries are not enough to keep some afloat. Studies show that a majority of gen Z are working side hustles to afford their lifestyles. With the rising cost of real estate, many younger adults fear that they may never own their home. While it’s important to note that the same could be said of Millennials - who according to a study now make up 60% of recent home buyers - the fear and uncertainty that they are feeling is very real and important to acknowledge. This fear and uncertainty can have a very real effect on productivity and motivation since the typical life milestones feel so out of reach for them.
They’re Raising the Bar for Company Culture
Gen Z is approaching work in a more human way and expects companies to do the same. This means Gen Z are bringing their authentic selves to work, from the way they present themselves to the way they like to work. This includes raising the bar for inclusivity and diversity in a real, meaningful way. In an age of social media and the internet, they are also wary of who they choose to work for. Loyalty to a company is becoming less common as younger generations change jobs every 2 years to keep up with inflation or find workplaces that suit their needs.
The ideal traits of manager positions are shifting as younger generations expect their leaders to be able to communicate and be vulnerable with their teams. They also place less importance on titles and hierarchy and expect transparency and open communication with their teams. This shift may be difficult for older generations who normalized emotional stone-walling at work, but research has shown that teams that are more authentic and communicate openly are more productive and connected.
They Prioritize Their Mental Health
In older generations where mental health was stigmatized, younger generations now prioritize their mental health and well-being. In the workplace, this looks like:
maximizing leave to prevent burnout
prioritizing culture over pay when job hunting
wanting more flexible workstyles
taking on less workload
setting healthy boundaries
These changes have a big impact on their long-term well-being and will have an overall positive effect on their productivity and motivation. It also adds to their expectation of their employers to create people-first cultures and treat them as more human.
Gen Z’s work ethic really just reflects their commitment to a healthier, more balanced approach to work, personal lives, and mental well-being. It shows that they value authenticity and are not afraid to live the way they want to, even if it’s outside of societal norms. As more of Gen Zs start to come into the workforce, we hope to see more of the change they bring about to create healthier expectations around work and life.
