In 2015, I wrote about the danger of premature generalisations being made about Generation Z’s work preferences. Fast forward to 2024, and it’s clear that while some predictions have come true, others have missed the mark in several key areas. Recent research provides more nuanced insights into how Gen Z’s workstyle preferences and trends have evolved, offering a better understanding of their impact on the workforce and workplace design. Here are some aspects where initial Gen Z predictions diverged from reality, supported by recent research:
Overemphasis on technological dependence
Early Prediction: Gen Z would demand an entirely digital, tech-centric work environment. Indeed, they expect seamless digital experiences and are more comfortable with AI, automation, and digital collaboration tools – according to recent research by Deloitte and PWC, Gen Z workers believe that AI will enhance their job performance and efficiency.
Reality: While Gen Z is tech-savvy and comfortable with digital tools, they also value human interaction and a balanced approach to technology. They appreciate workplaces that offer a blend of digital and face-to-face interactions.
- Evidence: Research by IBM (2022) found that while 60% of Gen Z workers value technology, 55% also emphasize the importance of in-person collaboration.
According to HRDConnect, Gen Z are increasingly seeking in-person work experiences, highlighting the value of being surrounded by experienced mentors and of learning through observation and casual interactions, something remote work simply can’t replicate. The office is seen as a dynamic learning hub where they can absorb the unwritten rules of professional life, and credit in-person work for providing swift feedback and confidence boosts.
Gen Z value in-person and digital collaboration
Misjudging financial independence
Early Prediction: Gen Z would prioritize leasing and subscription-based models over ownership due to financial constraints.
Reality: While some Gen Z individuals do prefer flexible financial arrangements, many are financially savvy and seek ownership and stability as they enter the workforce and gain financial independence.
- Evidence: 63% of Gen Z respondents to Bankrate’s Financial Security Survey associated owning a home with the American Dream
A survey by Bank of America (2023) indicated that 65% of Gen Z respondents aim to own a home within the next decade, contradicting earlier predictions about their reluctance to invest in property.
63% of Gen Z respondents to Bankrate’s Financial Security Survey associated owning a home with the American Dream
Underestimating work-life balance priorities
Early Prediction: Gen Z would be willing to work long hours and be constantly connected due to their digital nature.
Reality: Gen Z highly values work-life balance and mental well-being, often prioritizing it over job demands.
- Evidence: A study by the American Psychological Association (2024) revealed that 70% of Gen Z workers prioritize work-life balance, with 65% seeking jobs that support mental health and well-being.
A study by Deloitte (2023) found that 75% of Gen Z employees prioritize flexibility in their work schedules, with many preferring remote or hybrid work models.
Gen Z prioritise wellbeing
Overgeneralising entrepreneurial aspirations
Early Prediction: All Gen Z individuals would aspire to be entrepreneurs and freelancers.
Reality: While a significant portion of Gen Z shows entrepreneurial tendencies and many may feel they are ‘forced’ into side gigs to make ends meet and decrease retrenchment risk many still prefer traditional employment for its stability and benefits.
- Evidence: A report by McKinsey & Company (2022) revealed that 50% of Gen Z workers are 45% of Gen-Zers are concerned about the stability of their employment.
A report by Morning Consult and Samsung Solve for Tomorrow (2023) found that while 50% of Gen Z expressed their desire to become entrepreneurs or start their own business, 47% still prefer the security of traditional employment.
Misunderstanding job loyalty
Early Prediction: Gen Z would be extremely job-hopping and show little loyalty to employers.
Reality: While Gen Z values diverse experiences, they are also looking for stable career growth and long-term opportunities within organizations that align with their values.
- Evidence: A LinkedIn study (2023) found that 55% of Gen Z workers prefer staying with one employer for a longer period if they see opportunities for growth and alignment with their values (LinkedIn, 2023).
Environmental sustainability, social responsibility, and diversity are top priorities. Research by Gallup (2022) indicates that 70% of Gen Z workers are willing to take a pay cut to work for a company that shares their values.
Gen Z worry about job security
Past preferences do not predict future reality!
Early predictions about Gen Z’s work preferences often painted an oversimplified picture. The reality is naturally more complex and nuanced, emphasising the need to avoid over-generalising and to create adaptable and flexible work environments that cater to diverse preferences and values.
I believe we need to strike a balance. Yes, it’s important to consider the preferences and habits of the upcoming generation who will continue to enter the workforce over the next decade. Generational labels can lead to stereotypes and oversimplification – all Gen Z are not the same, just as all Millennials and all Americans are not the same. Shared experiences and identities should be recognised as useful, but this shouldn’t come at the expense of individuality.
Don’t assume that what you see today is what you’ll get tomorrow. People evolve as they grow older and Gen Zers will no doubt walk differently in the world by 2050, just as today’s Gen X are different from their younger selves:
“Generational signals can sometimes be lasting, but youth itself is not a permanent state.” Pew Pesearch Center, 2023.
Gen Z will undoubtedly shape the future workforce in ways we can’t fully anticipate, but we shouldn’t assume that every trend we observe in students today will translate directly into tomorrow’s work environment. Instead of trying to create the perfect workplace for Gen Z based on their current preferences, the key takeaway from the recent research insights is the need for flexibility and adaptability in work design and management that evolves with the changing needs of the workforce.
After all, the organisation of the future will need to accommodate not just Gen Z, but a diverse mix of generations, each with their own unique needs and preferences as they move through the various stages of life.
The original version of this article was posted to my LinkedIn Profile PULSE here
