Gen Z: Give Us the Freedom to Build a Better Future of Work

Believe us, we're really trying to find our place in the workforce. But the world you left us? It never took us into account. Instead, it feels like it was designed for an entirely different generation with different rules, different priorities, and different values. And because we don't fit this outdated mold, we're labeled as "unmotivated," "unprofessional," or "bad communicators." But here's a thought: what if it's not us who need to adjust? What if it's your systems, your companies, and your ways of thinking that need an upgrade?

According to a survey by Intelligent, 75% of companies that hired our generation this year rated our performance as "unsatisfactory," and a whopping 50% of managers think we lack motivation. We get it; it probably feels like we're unwilling to "get with the program." But maybe the problem is the program itself. What if the real issue is that today's workplaces aren't equipped to work with a generation that's already adapted to the new economic and social landscape? A generation that's already tuned into a more connected world, where values, purpose, and community come first?

We're Not Looking for Bosses—We Want Real Leaders

One of our friends, Alex, landed a job at a big corporation right after college. Excited and full of ideas, she hoped to make a meaningful impact. But her manager was more interested in micromanaging her every move than mentoring her. Instead of cultivating her creativity, he stifled it, insisting she "stick to the way we've always done things." Alex felt like just another cog in the machine, and eventually she disengaged.

We believe that when our values align with our work, it doesn't just benefit us—it leads to higher productivity, engagement, and success for everyone involved.

We're not interested in climbing the corporate ladder to become "powerful" bosses or impress with titles. We don't idolize the idea of becoming ruthless executives that everyone fears. We're looking for leaders who inspire us, who want to lift us up and see our potential. We need managers who see us as people, not as parts of a machine. We want to work with leaders who are mentors—who can show us how to bring real value to our lives and those around us.

For us, a manager isn't just the person who tells us what to do. A true leader is someone we can learn from, someone who can bring out the best in us without forcing us into someone we're not. And when we don't get this from our work environments, guess what happens? We disengage. The corporate world calls it "quiet quitting," a term that's as corporate-sounding as it gets. But it's really not about quitting at all; it's about survival. It's a natural reaction to a culture that doesn't prioritize employee well-being or growth. It's our way of saying, "We'll work, but we're doing it on our terms. We need to be here, but we're not willing to break ourselves to fit into a box that doesn't suit us."

So, Why Are We Really "Not Fitting In?"

Look, this isn't the first time a new generation has been misunderstood. Millennials got a lot of flak when they joined the workforce too. They were called lazy, just like us, but fast forward, and they're the ones running companies, heading departments, and innovating in ways we never imagined. What companies saw as a "lack of work ethic" was actually their desire to work differently. Millennials just wanted a new approach, and eventually, they created it.

Another buddy of ours, Ryan, proposed a new project management approach that leveraged collaborative digital platforms to improve team efficiency. His ideas were dismissed as "unconventional" by upper management, who preferred sticking to outdated methods. Frustrated, Ryan eventually left to join a startup that valued his innovative thinking, and they're now thriving.

What if it's not us who need to adjust? What if it's your systems, your companies, and your ways of thinking that need an upgrade?

And now we're doing the same. But right now, we're in the awkward stage where everyone is questioning our abilities instead of rethinking the systems we're forced to navigate. Like Millennials, we're seen as too "different" to make it in the corporate world, when in fact, we're already tuned into the future of work—flexible, purpose-driven, and collaborative. Instead of labeling us as problematic, it's time to realize that the problem is the rigid framework we're expected to thrive in.

We Want Purpose, Not Just a Paycheck

For us, work isn't just a way to pay the bills; it's a place to make an impact. My friend Maya left a high-paying job at a financial firm because she felt her work lacked meaning. She joined a nonprofit focused on environmental conservation, taking a pay cut but gaining a sense of purpose. She's now more motivated and productive than ever, contributing to a cause she believes in.

We believe that when our values align with our work, it doesn't just benefit us—it leads to higher productivity, engagement, and success for everyone involved. Aligned values create a win-win situation, enhancing not only our fulfillment but also the company's bottom line.

We want to bring our values, creativity, and skills to work every day, but we need the freedom to do so in a way that feels authentic and impactful. When we feel we're just part of a profit-driven machine, we lose our drive. But if you give us room to create, innovate, and genuinely connect with others, we'll give our best. Let's view work as a partnership, where each side brings value. We're eager to co-create an environment that fosters growth, purpose, and mutual success.

Let's Start a Real Dialogue

So, what's the solution? It starts with a genuine dialogue between us and our employers. Managers who are willing to listen, to really understand what drives us, can unlock incredible potential. Think about it: companies invest heavily in understanding their customers—why not do the same with your employees?

A smart manager recognizes that we bring fresh perspectives and ideas. By creating advisory groups composed of Gen Z employees, you can gain insights into new market trends, leadership styles, and ways to enhance both employee and customer experiences. It's like the missed opportunity at Kodak; if they'd listened to innovative ideas about digital transformation from younger voices, perhaps they wouldn't have fallen behind.

We're in the midst of a revolution—a shift towards networks, connections, and a deeper need for meaning and authentic value. There's a growing alignment between personal goals and company missions. We need to adapt to these changes and create a workplace that empowers and nurtures the younger generation. We need to undergo the change—not them.

Stop Expecting Us to Fit Into Old Corporate Boxes

Let's make something clear: we didn't invent "quiet quitting" because we're lazy or entitled. We're simply setting boundaries. We've seen how overworking and burnout affected previous generations, and we've learned from it. We're not here to sacrifice our mental health or personal lives for jobs that don't give us purpose or respect our boundaries.

When corporate culture is rigid and unsupportive, disengagement isn't a sign of laziness—it's a response to an environment that doesn't prioritize growth or well-being. If the workplace doesn't offer opportunities for meaningful contribution, it's only natural that we pull back.

But when we're part of an organization that respects us and values our unique contributions, we're fully in. So instead of calling us "entitled," try looking at what motivates us. We're ready to work hard, but we're not willing to do it for just a paycheck.

It's Time to Build Workplaces We Can Thrive In

We believe in the power to change and improve the business world—together. We're not just pointing out problems; we're eager to be part of the solution. Let's build workplaces where we feel valued, where leaders inspire instead of intimidate, and where our work truly matters.

Let's view work as a partnership, where each side brings value. We're eager to co-create an environment that fosters growth, purpose, and mutual success.

Imagine a company where management actively listens to its youngest members, where our ideas aren't dismissed but explored. A place where personal growth aligns with company goals, creating a synergy that propels everyone forward. We're ready to bring our best to the table, to help navigate this new landscape of connections and meaning.

We invite you to be our partners in building a new business world, adapted to the era we're in. Together, let's step into the future and create a new kind of success—one rooted in meaning, purpose, and mutual growth. Let's thrive together, not just achieving the bottom line, but achieving real value, connection, and significance for all of us.

We're here, ready to contribute and innovate. Give us the chance, and we'll show you how much we can achieve when we're empowered and inspired. The future of work isn't something to fear—it's an opportunity to grow, adapt, and succeed together.

Yours,

Gen Z