Gen Z is Our Future Workforce in Asia—Here’s Why We Should Stop Complaining and Start Adapting

As Millennials and Gen X leaders climb higher in organizations, there’s growing chatter about the “problems” with Gen Z in the workplace. From their insistence on work-life balance to their demands for instant feedback, it’s easy to criticize. But here’s the truth: Gen Z is not only the future of work; they’re already here. And instead of complaining, we need to recognize how their unique traits can benefit the workplace—and how we helped shape them in the first place.

Gen Z is Shaping the Future Workforce—Let’s Look at the Data

By 2030, Gen Z is expected to make up nearly 30% of the workforce in Asia, including countries like Indonesia, India, and Malaysia. In Indonesia alone, around 21 million Gen Zers are projected to enter the job market by 2025. With these staggering numbers, their influence on workplace culture is inevitable. So, what are the core complaints about Gen Z, and how can we turn these challenges into opportunities?

1. Gen Z Values Work-Life Balance—But Didn’t We Push for That First?

One of the biggest gripes about Gen Z is their insistence on maintaining strict work-life boundaries. A recent survey from JobStreet Indonesia found that 78% of Indonesian Gen Z workers consider work-life balance a top priority, ranking it even higher than salary. They’re less willing to sacrifice their personal lives for work, which can be seen by Millennials as a lack of dedication.

However, Millennials were the first to push for remote work, flexible hours, and mental health awareness in Asia’s competitive job markets. Gen Z simply took those demands further. Companies in Indonesia and other Asian countries that offer flexibility and prioritize employee well-being are now seeing improved employee retention and job satisfaction. For example, large corporations in Indonesia like Telkom and GoTo are already adapting to this trend by promoting hybrid work policies.

2. Immediate Impact and Purpose—Is It Really Too Much to Ask?

Another common criticism is that Gen Z employees want to see the impact of their work right away. Unlike Millennials, who spent years climbing the corporate ladder, 65% of Gen Z in Southeast Asia believe career progression should be fast-tracked if they perform well, according to a report by Randstad. They seek purpose and value from day one and aren’t afraid to ask tough questions like, “How does this job contribute to the bigger picture?”

While this may come across as impatience or entitlement, it’s a reflection of the world they grew up in—one where social and environmental issues are central. This is particularly true in Asia, where issues like sustainability, social equity, and environmental protection have gained traction. For example, Unilever Indonesia has embraced purpose-driven initiatives that resonate strongly with Gen Z, focusing on sustainability and community impact. Asian companies that highlight these initiatives are particularly attractive to Gen Z talent.

3. Constant Feedback—Is It Really Too Much to Ask?

Gen Z thrives on continuous feedback and growth. Unlike Millennials, who were comfortable with annual reviews, Gen Z expects regular check-ins and opportunities for development. A Talent Trends 2023 report by Michael Page Indonesia found that 71% of Gen Z employees in Asia expect real-time feedback and are more likely to leave a job if they feel stagnant.

This generation grew up with the immediacy of social media, where instant responses are the norm. To meet these expectations, organizations in Asia should rethink their performance management systems. Companies like Tokopedia and Grab have already moved towards more frequent, informal check-ins, a practice that aligns well with Gen Z’s preferences.

4. Digital-First Communication—Are We Just Out of Touch?

Millennials often find themselves frustrated with Gen Z’s communication style. Gen Z prefers quick, digital-first communication—whether it’s WhatsApp messages, emojis, or even memes. A study by LinkedIn Asia shows that 87% of Gen Z in Southeast Asia prefer to communicate via instant messaging apps compared to emails or formal meetings.

For Millennials and Gen Xers, this casualness can seem unprofessional. However, to Gen Z, it’s just efficient. Companies that embrace these digital tools, such as Shopee and Gojek, foster an environment where informal yet effective communication thrives, which boosts productivity.

Shaping the Future of Work in Asia: How to Adapt and Thrive with Gen Z

It’s time to face reality: Gen Z isn’t the problem; our resistance to change might be. This generation brings fresh perspectives that can lead to more innovative, adaptable, and socially responsible workplaces. So, what can we do to bridge the generational divide and make the workplace more harmonious for all?

1. Embrace Flexibility: Offer flexible work arrangements that align with Gen Z’s desire for work-life balance. This not only appeals to them but also boosts productivity and job satisfaction across the board. In Asia, companies like DBS Bank in Singapore are leading the way with flexible work policies.

2. Provide Purpose and Transparency: Be clear about the company’s mission and how each role contributes to it. Highlight the societal and environmental impact your company is making. Asian companies that tie work to broader social and environmental goals, like Astra International in Indonesia, are already seeing positive engagement from Gen Z.

3. Revamp Feedback Systems: Implement regular feedback loops and growth opportunities. Consider moving away from traditional performance reviews in favor of frequent, informal check-ins. Companies that adapt to this trend, like Tokopedia and Shopee, see higher retention among younger employees.

4. Leverage Digital Tools: Meet Gen Z where they are—on the digital platforms they know best. Integrating tools like Slack, WhatsApp, and other project management software will streamline communication and make work feel more natural for them. Companies like Gojek have successfully adopted these tools to boost collaboration and efficiency.

Conclusion: The Future is Gen Z—Let’s Stop Complaining and Start Learning

Gen Z may approach work differently, but their attitudes are a reflection of the world they’ve grown up in—one that was heavily shaped by the changes Millennials and Gen X fought for. If we stop resisting their ways and start adapting to their strengths, we’ll find that this generation is full of innovative ideas and energy that can transform workplaces across Asia. Instead of complaining, let’s embrace their values and learn to thrive together.

Sources:

? JobStreet Indonesia Report: Data on Gen Z’s work-life balance priorities in Indonesia.

? Randstad Southeast Asia Workforce Insights: Insights on Gen Z’s expectations for career progression and purpose in Southeast Asia.

? Michael Page Indonesia Talent Trends Report: Statistics on Gen Z’s preference for real-time feedback in Indonesia.

? LinkedIn Asia Insights: Data on Gen Z’s preference for digital-first communication in Southeast Asia.