#3: Learning from Gen Z in the Workplace

I recently read and shared this article from the NY Times called The 37-Year-Olds Are Afraid of the 23-Year-Olds Who Work for Them. Most of the reactions I got were from fellow millennials, xennials and Gen Xers with questions about how to work with this generation: “How do you deal with X, what about Y? What about when they ABC?” I certainly didn’t have all the answers, but I’ve had to?work through many of these questions myself.

The average youth leader at Girl Up is 17 years old. Most of the Girl Up staff team are under 30. I, at 40, am either classified as a really old Millennial or a-not-quite-Gen-Xer. My experience coming up through the professional ranks is totally different than what Gen Z is experiencing, expecting, and navigating today. As the daughter of Baby Boomers, I valued work ethic above all: put your head down, put in the hours, get the pay off. Honestly, that (and the benefits that come with privilege), worked well for me. I was managing a remote national staff team at 26 years old and running Girl Up before I was 32. Did I sacrifice A LOT to do so and move up in my career? You know I did. Do I look back and wish I would have enjoyed my twenties more or made different choices along the way? Absolutely… (If you ever have to make a choice about, for example, going to a friend’s wedding or working – take it from me, always go to the wedding.)

It can be hard to manage, coach, and inspire a younger generation who is coming to work hoping for –and even expecting – a more balanced and manageable experience than what I had. Just because “grit, grin and bear it” worked for me, doesn’t make it the right way for them. I am constantly pushing myself to question my reactions, to try to do better for my team than I did for myself or was expected to do by the generation preceding me.

The more I discussed feelings in the workplace with my colleagues and friends of a certain age, I realized I was making some assumptions and speaking on behalf of others in my response and reflection to the article. How would the “23-year-old” reading this summary react to the points raised? Was this a true and fair telling of their experiences at work? I asked my friend, and Girl Up alum, Simone her thoughts. Simone works in tech, in HR, and is about two years into her workplace journey.

Here’s what she has to say on the matter:

“I think the article is right, Gen Z doesn’t hesitate – we are not afraid to speak up, express our ideas, and find a workplace culture that aligns with our values. It’s in our nature to challenge traditional norms and we won’t let outdated workplace mindsets stop us. Our generation cares so deeply about a wide range of things, from social justice to mental health to questioning conventional societal standards, and we bring this passion with us into the workplace. We want to work for companies with a flexible workplace environment that allows us to do our best work in the way that works best for us (yay for remote work!). Why sit at a desk for eight hours if I can get my work done in five? After all, work is not necessarily a place or timeframe, it’s an outcome. We also desire to work for companies that listen to their employees and are not afraid to stand up and speak out for what is right. For a lot of us, work is more than just punching a time clock to make money.

Throughout the article, Gen Z is characterized as a new generation of workers that are fearlessly speaking up and demanding more from their workplace. While I agree that Gen Z is actively challenging traditional norms and pushing for better in the workplace, I don’t think the characterization of us being completely fearless while doing it is 100% accurate. Entering the workforce can be really intimidating and nerve wracking, and Gen Z isn’t immune to those feelings. Just because we may be more vocal, doesn’t mean we didn’t spend hours contemplating how we should say it, or even IF we should say it, before actually speaking up.?I think Gen Z excels at not letting the discomfort that comes with challenging norms stop us from speaking up and pushing for better.

One example the article gave of Gen Z speaking up in the workplace was when employees at a retail technology business insisted that they take the day off when experiencing things like menstrual cramps or a bad mental health day. I think the article fails to acknowledge the courage it takes to speak up about something that is important to you, especially when it defies the traditional “rules” or norms of your environment. I can imagine those employees feeling uncomfortable with asking their leadership for a day off for reasons that don’t fall into the traditional vacation time category, but they pushed through and did it anyway.

As a Gen Zer that is currently in the corporate workplace, I enjoy working for a company that values flexibility and has a culture and values that I believe in and align with (especially on topics like diversity & inclusion) – and I honestly cannot imagine working for a company that does not have these qualities. While Gen Z may be on to something with our increased focus on work/life balance and defiance of workplace hierarchy, I think we still have a lot to learn from the other generations that we work alongside every day in our jobs.”

The good news seems to be they do still want our advice, coaching and mentoring –but I’d still say each of us older generations could stand to be coached and mentored by our “23-year-old” team members too!

This article brought up a lot of feelings, especially about feelings. We know Gen Z wants work-life balance and for companies to mirror their values at work, but for many of us who have been working a while, feelings and work had a hard line between them. Leadership and management today is not just working through outcomes and results. Often, a lot of our time is spent helping team members work through their thoughts, feelings, and emotions in the workplace.

Some folks my age and older may baulk and buck in these moments. Like me, they may reflect on their early days and remember feeling frustrated, sad, or disappointed. The culture at that time was to swallow your feelings and just get back to work (if I’m honest, it’s something I sometimes still do.) At most, I’d maybe vent to a friend, but I’d never address it head on and ask for something to change. That’s not the case for younger generations in the workforce now, it’s a new day.

What our teams need now is a new approach that prioritizes relationships and trust – I would rather know that we’ve created a brave enough space that allows and supports big emotions versus one that stifles, isolates, and ignores it. I have a deep admiration for the young people I work with who are bold enough to express themselves and hold their values because they make me better. Knowing makes our workplace better.

Before we blink, even this paradigm will be flipped on its head – Gen Alpha is coming and who knows which traditional workplace behaviors they will blow up next!

What do you think, or dare I ask – how do you feel about this?