Sassy or smart? Entitled or empowered? Miserly or immaterial? The debate about Gen Zers by other generations (and this is nothing new… even ancient Greeks complained about “kids these days”) rages on about how to categorize this rising cohort, yet the iGeneration pays it little heed–and they are better off for it. And honestly, iGeneration, Gen Z, Zoomers, post-millennials, the “sacrificed generation” or whatever you call them, are a bit impressive for it.
Unlike the Millennials–who came of age during the Great Recession–this upcoming generation had been in line to inherit a strong economy with record-low unemployment. That all changed as COVID-19 has reshaped the world’s social, political and economic landscape which affects the younger generations the longest. The once clear skies of a world of opportunities, Gen Z now peers into a cloudy future. And they are setting their priorities and non-negotiables earlier than ever.
“No one wants to work anymore,” you say? Well, maybe not for you. And here’s why.
In this article:
- Formative Years & the Pandemic
- What the Working Zoomer Wants
- What We Should Learn From Them
- How to Make Gen Z Hired & Happy at Your Org
Formative Years & the Pandemic
The pendulum swings, and with it, the outlook of the generations swing between optimism and cynicism. Gen Z shares Gen X in some of their more practical outlooks, yet the Zers and Millennials agree on social and political issues more than others. Yet for those who were born between 1997-2012, according to the Pew Research Center, the cutoff represents major political, economic and social events that set Gen Z apart from Millennials.
Already globally tuned-in as the “Greta Generation” (or youth-activists focused on the problems of climate change and the dissatisfaction with the lack of urgent changes made by adults and corporations to right this egregious wrong), the COVID pandemic also did a large part in knocking that pendulum askew, disrupting the typical patterns of change: Zoomers saw more personal job losses since 2020 than other generations, especially Asians, Hispanics, and Black folks; they witnessed friends and family being laid off or victim to pay cuts at key points in their development; they report higher rates of anxiety, depression, distress, and other similar mental wellness concerns than any other age bracket; they took note of the toxicity of online spaces and avoided them even during lockdown.
These two factors alone nudged post-millennials to look inside and through their introspection found that a labor-intensive, life-sacrificing rat race did not craft a self-actualized future. While we all roll our eyes at “YOLO,” Gen Z has a tendency to flip things on their head. Being a drip used to mean you were an absolute bore–now drip refers to someone’s lit sense of fashion and style. In the same way, Gen Z embraces a “YOLO Mentality” when it comes to workplace trends–meaning they want their careers to be in line with their values, purposeful to their contribution to society.
And frankly, this Millennial is SO on board. Even if I do sometimes still use the faux pas laugh/cry emoji unironically. ?
However, not everyone is so pleased with the voices and quiet quitting trends alike, including some corporations. Zoomers are the least reserved about airing their grievances with workplace policies and practices publically. If these kids were entering the workforce 10 years ago, the way they call out shoddy, unthoughtful, or blatant actions would be a red flag to employers–and were, for those millennials who were brave enough to take a stand and called “snowflakes” vs. those of us who drank the Kool-Aid as a means to survival in an unstable economy during and after the Great Recession.
Being young and idealistic may play a part, yet living through the Great Resignation has inspired the most educated generation yet of workers to speak critically–and cynically–about the role of work in their futures. Will the current work reform pulsation take root and move into legislation evolution?
“America’s youngest workers, who have a lifetime’s worth of labor ahead of them, are not afraid to publicly quit their jobs or put employers on blast. But will these virtual acts of employee resistance culminate in lasting systemic change?”
–Terry Nguyen, Gen Z does not dream of labor, Vox
I hope so. Gone are the days of accepting establishments self-policing, as that will always benefit the big cheese. Holding companies responsible from both the consumer-end and from current or potential employees is a duty that those of us who can need to embrace, and follow through on.
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What the Working Zoomer Wants
After extensive research, a lot of the things that Gen Z is demanding would serve the rest of the workforce, no matter your age.
Meaningful work: growing the future, not their bank accounts
Having a job to make ends meet or even has you thriving financially doesn’t mean squat if the work is shallow or against their principles. It’s not that Gen Z doesn’t want to work, it’s that they want to dig into work that aligns with their passions and personal values. Dedicating their everyday lives to making a difference in the world makes a world of difference to life satisfaction for Zoomers.
Decent, disclosed pay and ethical business practices
An applaudable trend is that these kids don’t stay at jobs with insufficient or mysterious pay–in fact, they don’t submit applications in the first place. While high pay is not the top priority, Gen Z still values fair compensation and benefits such as healthcare, retirement plans, and paid time off.
An unsatisfactory salary is the number one reason they’d quit or refuse to work according to 2022 research by TalentMLS. But this doesn’t mean that their expectations are beyond reason–as a Millennial, finding a job that could pay for both my food and lodging in my 20’s even to today generally meant having at least 2 primary jobs at once. Additionally, they discovered 82% of Gen Zers surveyed want mental health days, 77% consider it important that their company supports diversity, equity and inclusion efforts, and 74% would opt for either hybrid or totally remote work.
Work-life balance: ditching the rat race for a bed of moss
Work-life balance is almost more myth than practice, yet Zoomers are confused by those who give up their humanhood by working 40+ hour workweeks or 16 hour days and are refusing to jump, even though their peers are plunging off that particular bridge. Good. For. Them. If they get their work done in 4 hours, why must they stay all 8 and do nothing for the last half of the day?
“People are no longer willing to kill themselves over the pressure of a job. Because of Covid, two years of people’s youth has been hindered, affecting their ability to explore their interests. Gen Z is questioning work and prioritizing their values.”
–Arianne Obi, account manager at MØRNING
Things like flexible schedules, ability to work remotely, and working til the job is done (versus waiting for the clock to tick all the way from 9 to 5) are priorities that help prioritize employee mental, physical, and social health. In fact, they would rather quit a job than be unhappy in it, and even starting their own.
Diversity as a cornerstone, not an afterthought
As the most diverse, interconnected generation in recorded history, Gen Z values humanity and work environments that are equal and equitable. That means people of all races, genders, creed, abilities… you know, ALL humans, are respected at a higher level than the current lows allow. And if your company isn’t serious about DEIB, Zoomers are serious about writing you off and moving on.
And this kind of policy should matter to your establishment, too. A McKinsey study revealed that companies with the most ethnically diverse executive teams are 33% more likely to outperform their competitors. ?
Socially responsible workplaces
Gen Z is passionate about environmental sustainability, and they want to work for companies that prioritize sustainability and environmental responsibility. They aren’t called the “Greta Generation” for no reason. Their concern about climate change affects where they drop their money and how they spend their time. This passion has attracted Zoomers to careers that can help them be part of the solution for climate change issues.
Being more likely to choose home-made alternatives to products, as well as avoid buying products that don’t have recyclable packaging. They’re more inclined to volunteer or donate money, walk or cycle instead of drive, and eat plant-based foods than older generations.
Sustainability is more political than it is personal for Gen Z, and that goes for brands they support (or don’t) too. Demanding transparency, companies who want to keep on the Zoomers’ good side means being upfront and clear about production and supply chain practices.
Jobs that allow them to grow, individually & together
If a company does not prioritize career development or offer opportunities for growth, a Gen Z individual may choose to pursue other opportunities that offer these benefits. Employers that provide career development and opportunities for advancement and offer mentorship, training, and the chance to take on new responsibilities and roles over time will likely see more of these cats curling up contentedly at their proverbial desks.
They don’t want to do this alone, though. Gen Z is known for being highly collaborative and social, and they want to work in environments that foster teamwork and communication. They prioritize workplaces that offer opportunities for meaningful collaboration, especially with innovative technologies that can make them more productive.
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What We Should Learn From Them
Where getting a job used to be about what employees could offer companies, the tables have turned. Now, to Zoomers, it’s about what employees are offered from their work. This is something that I believe is time for our maturing society to accept and find a balance in. With all the tech and AI we have today, working yourself to death is an archaic tradition that has lost its necessity.
Here are my additional takeaways of what we all can stand to learn from this disruptive force entering the workspace:
- Honoring the humanity within us by reducing personal sacrifice for professional gain
- Never stop learning
- The power of unity and what we are capable of when we work together
- Less social media increases happiness
- Facades divide us, and undue pressure to be perfect is toxic
- Creating a more genuine, healthful online experience is non-negotiable
- It’s cooler to be yourself than to fit someone else’s mold
- Creativity and production increase as outdated expectations and policies are not reinforced
- Nothing changes unless we use our voice and speak up
- Don’t break your back for a job
- If you find yourself feeling like family at a job, RUN
- Okay, there’s a ton more, but I am running out of time. What else can you think of?
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How to Make Gen Z Hired & Happy at Your Org
“The woman who wants it all,” or the “Girlboss,” has become “the generation who wants it all.” Like their thought predecessors, they are willing to walk away from jobs that conflict with their values, but not for the same reasons. Glorifying the thought of working yourself to the bone for career gains has no sparkle for Zoomers, but that doesn’t mean they don’t want to work. They just want to work smarter, not harder. You know, the thing that everyone says is the intelligent approach… until that person sees their young employees walking the talk.
We need to write a new script for work. Despite being labeled as entitled or anti-capitalis, they are willing to work hard for the right employer. Since Gen Zers are learning vicariously by watching the older generations burn out, be success-obsessed, too tired to act about social and global issues, and wholly dependent on too-often untrustworthy employers and industries, ask yourself: does my company have the potential to bring meaningful change to the workplace along the way? Because your imminent workforce is asking themselves that same question.
“There is nothing wrong with just focusing on existing and enjoying life. You do not have to define yourself by your job.”
– Mia Jones, proposal writer
To attract and retain younger workers, companies are offering four-day weeks, club memberships and work-from-anywhere flexibility. They don’t want to work for you? Read more about how you can change their minds. And then do it. Because these accommodations are what all of us deserve.
How can companies compete for this talent and build cultures that meet their needs? Remember, most of Gen Z are not opposed to working, especially corporate jobs–they’re simply not into making compromises for a workplace, especially ones that don’t fit their values. It’s up to true commitment from business bosses and industry leaders to engage necessary and thoughtful policy reviews and changes, leaning into empathetic strategies. WeForum goes in-depth on the five key elements that will help leaders accomplish this which you can read about here. It boils down to 1.) fostering intra-preneurism, 2.) flexibility, 3.) encouraging diversity, 4.) committing to globally-guided values, and 5.) offering training of future skills.
At Fullmoon, we know that Gen Z is unlike any other generation that has come before. We also know that cookie-cutter expectations don’t do well to translate down the decades, let alone between individuals. As we continue to grow our company and culture, we seek to hire top talent, even when–especially when–those magical, frustratingly confrontational brains challenge us to look inward, change outward, and grow upward.
Further Reading:
- Your guide to Gen Z slang — to help you understand what your kids and Gen Z coworkers mean
- 10 Defining Characteristics of Generation Z
- Gen Z’s recession fears are making them more selective while job-hunting. Here’s what bosses need to do to reel them in
