iscover
The suggestion Gen Z is too entitled or lazy to bother coming into the office is bunkum. Instead of blaming the young for changes in how we work, let’s show them kindness. Who knows, we may find a better way for all of us to work together.
In a column for The Telegraph, Matthew Lynn lamented that “a culture of industry and hard work that has taken centuries to create is being trashed before our very eyes”.
This shift, Lynn believes, is being led by Gen Z, who he describes as having a “sense of pure entitlement, mixed in with a dash of idleness”.
Commentary like this feeds into stereotypes about Gen Z, a generation often lazily described as tech-obsessed, too sensitive, and poor communicators.
We can – and should – do better.
According to the World Economic Forum, Gen Z accounts for 32 per cent of the world’s population, making it the largest generation ever. By 2025, Gen Z will make up 27 per cent of the workforce. This means we need to do more to understand them.
As we all know, this generation is the first to grow up entirely in the digital age. The first “global” generation, technology has connected and engaged them in politics and issues beyond our shores. Their world is much bigger, more colourful and seriously more intense than the one those of us born before 1997 experienced.
As a more aware, informed, and concerned generation, Gen Z naturally has a different relationship with work.
Rather than criticising them for being too sensitive, I applaud Gen Zers for their commitment to diversity and caring for our planet, a commitment that shows up in real terms. It’s admirable that 55 per cent of Gen Zers research a company’s environmental impact and policies before accepting a job – with 17 per cent having changed jobs or sectors due to climate concerns.
While 49 per cent of Gen Z say their job is critical to their sense of identity, friends, family, and wellbeing are more important. This may explain why 42 per cent of Gen Z value work/life balance and flexible working arrangements.
They want to work to live rather than live to work as their parents did before them. To be empowered and involved in decisions affecting their career. Sounds reasonable.
Post-COVID-19, there have been a host of changes to the way we view work. However, suggesting that Gen Z is the cohort driving this is wide off the mark.
The pandemic presented a challenge to all workers, impacting retirement plans, financial wellbeing, job security, and increasing debt for Baby Boomers, Gen X, and Millennials alike.
As connected global citizens, Gen Z has watched this unfold, and naturally, they are now questioning whether traditional leadership and management are the best way.
They will not tolerate autocratic, narcissistic, judgemental, selfish leaders who bully, ignore or dimmish others, intentionally or otherwise. They expect and need leaders who connect, communicate and guide. Good on Gen Z for railing against old-school and dysfunctional ways of working and managing.
For managers and business owners who forged their careers under entirely different circumstances, this can be a hard pill to swallow. It can also leave them wondering how best to manage this new breed as they enter the workforce.
For guidance, they should look to Winston Churchill, who once said, “Be kind but be fierce.”
If leaders are kind but fierce, they are clear about what is expected, set high standards, and demonstrate grit and perseverance while also showing empathy and compassion.
They take time to get to know and understand their colleagues, supporting, guiding and encouraging them to be the best they can be.
These types of leaders are constantly learning and open to fresh thinking, all in the pursuit of a shared goal.
People follow leaders like this — not through force of nature or size of ego, but by genuinely connecting, being positive and staying the course.
Instead of labelling Gen Z lazy and difficult, I see them as demanding better.
Looking back on my early career, I was told to toe the line and not rock the boat.
Gen Z has decided there is no line. They are ditching the leaky boat, and they’re looking for better.
I hope they get it.
*Declaration – I am the mum of three Gen Zers.
Claire Gallagher is the employer brand director at branding agency Principals.
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Ageism, often known as age discrimination, is the act of treating someone unjustly because of their age. In the workplace, this might manifest as a person being passed over for a job or promotion, older workers being denied benefits or early termination of employment.
Jack Campbell
Jack is the editor at HR Leader.
