Redefining Discipline: How Gen Z is Shaping the Future of Work
Welcome back to The Gen Z Guide for Employers! In this series, we will challenge some of the prevailing Gen Z workforce myths.? Our ultimate goal is to debunk these myths and create a level of understanding between Gen Z and the generations that came before us to make workplaces:
Each newsletter will be written from the perspective of an employer or a member of the Gen Z workforce. In this edition, Caden Zimmerman, our Operations and People Manager, is here to share her second edition of the myth that surrounds Gen Z employees: that Gen Z is undisciplined!?
Why the misconception?
Let’s face it - the current working model is outdated. A 40 hour work week was popularised in 1926 by Henry Ford in response to labor strikes, with the hopes that it would increase productivity and loyalty among employees. Over the past century, this has been widely adopted as the norm in many countries.
While this approach was once viewed as a breakthrough for work-life balance, the modern workplace has emphasised how a system that worked in the 1900s is no longer working today. Working conditions and habits have evolved. This older, rigid structure was created during a time when there was extreme pressure to conform to gendered expectations of who is the primary caregiver (women) and who is the breadwinner (men) (Brown et al., 2021, p. 71). 100 years later, women are still asked to choose between being high achieving in the workplace or having a family. Work-life balance has been replaced with “hustle culture”, with going above and beyond now being viewed as the bare minimum. Oftentimes employees are expected to show their dedication to their role and loyalty to their companies by working longer and harder than contracted.
The COVID-19 pandemic forced a disruption to this decades-long practice, and for the first time, people were able to work from somewhere other than their office. This change introduced hybrid working, allowing people to choose when, where, and how they did their work. The majority have found this change useful - and those who are perhaps most vocal about flexible working models are those who began their careers in tandem with this change (The HR Director, 2024).?
Gen Z isn’t undisciplined, they’re just yearning for better work/life balance!?
Some may view Gen Z’s advocacy for better work life balance as undisciplined, but the reality is that they are recognising a change that is not only better for employees, but for businesses as well,?
It is true that a 40 hour in-person work-week may work best for many people - but it isn’t the only way to be successful in a role, it’s just the traditional (*ahem* old-fashioned) way - a way that has not been beneficial for those who are:
A one-size-fits all approach to work is no longer working - flexible working patterns allow them the opportunity to thrive in a role where they otherwise would not be able to. There’s a well-known quote that says “Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.”
The fact is there are simply so many more pathways to success now, and they are much more diverse than they were 20 years ago. Previous generations had to stick with a job at one company if they wanted to progress, or risk dismantling their entire career by standing up for themselves (Jenny, 2020). This was particularly true for anyone who didn’t fit a very narrow description of what the “ideal worker” looks like.?
Older generations have always tended to view younger ones through a critical lens, labeling them as lazy, rebellious, or ungrateful. Ironically, these same generations worked hard to build a better future, yet now criticise younger people for embracing and benefiting from those very advancements, rather than enduring the hardships they themselves faced.
Gen Z is lucky enough to be born into an era that is more accepting of who they are, regardless of their background, identity, or aspirations. We were raised with the idea that you can be anything you want to be - and now that we are of working age, we are advocating for that, not just for ourselves, but for everyone.?
We no longer feel obligated to adhere to outdated traditions or endure unnecessary hardships simply because "our parents had it tougher at our age."
This is in part due to the fact that a large proportion of Gen Z believes that achieving key life milestones - buying a home, having children, retiring - is an unattainable goal. The cost of living has soared over the years—rent has increased by 125% since 1999, and yet wages have lagged significantly behind, rising only 77% since 1999. This growing gap highlights the financial strain many members of Gen Z face as incomes fail to keep pace with basic life expenses.
The truth is, if we aren’t feeling supported or recognised, we will say something, and if our employers aren’t willing to provide that support, we will go somewhere that is. Quitting is no longer seen as a last-ditch resort, and despite misconceptions, Gen Z isn’t just quitting for salary - 76% leave their job to find more experience and find a career that aligns more with their interests and provides better support (compared to 59% of millennials) (Berger, 2023)
Realistically, we spend nearly half of our waking hours at work (Gettysburg, 2025). Gen Z grew up hearing phrases like “everyone hates their job,” “you have to earn your stripes,” and “work is just a means to an end.” However, many in this generation are flipping the script, embracing the idea of “working to live, not living to work.” They’re challenging the long-held belief that success and happiness require dedicating your entire life to your job, instead prioritising balance, fulfillment, and well-being in their careers - a change that benefits not just Gen Z, but employees from all generations.
Solution: Promote incentives that better this balance including hybrid working?
Gen Z isn’t trying to reinvent the wheel; they are simply motivated by different workplace incentives than those traditionally valued. This doesn’t mean that Gen Z doesn’t care about fair salaries and opportunities for progression. It just means they are looking for more than just that.?
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As mentioned in December’s guide, Gen Z experiences poor mental health at nearly twice the rate of Millennials or Gen X, , according to the American Psychological Association (APA, 2018). This can certainly be attributed to a rise of recognition and acceptance of mental health struggles, but it’s also important to understand why Gen Z may experience this more than prior generations?
While this may partly reflect increased recognition and acceptance of mental health struggles, it’s also essential to understand the unique factors contributing to these challenges.
According to Talent LMS, 82% of Gen Z employees believe that having mental health days is important, and half of them want access to mental health training. Additionally, the majority of employed Gen Zers prefer a hybrid work model, which allows a balance between remote and in-office work (Talent LMS, 2024). Flexibility is one of the most critical workplace factors for Gen Z, with 81% of employees in this generation listing it as important, according to Pew Research Center (Leduc, 2019). This isn’t just Gen Z - 9 in 10 employees think prioritising mental wellbeing in the workplace is important (ACAS 2024).
These preferences highlight the growing recognition that traditional workplace structures fail to support modern employee needs, particularly when it comes to mental health and work-life balance.
Poor health and well-being can reduce productivity and decision-making quality in employees, with stress and pressure linked to unethical behavior like cutting corners and deceiving customers (Danna & Griffin, 1999). Investing in employee well-being can improve retention, satisfaction, and job performance, while also enhancing workforce stability (Brown et al., 2021). Offering flexible work schedules, which allow employees to tailor their work to their needs, also benefits employers by reducing overtime and absenteeism, leading to better overall productivity (Kauffeld et al., 2004; Patanjali & Bhatta, 2022).
Conclusion
In short, Gen Z is not lazy, weak, or undisciplined—far from it. We are simply advocating for workplaces that align with our values, emphasising balance, flexibility, and mental health. It's not about shirking responsibilities; it's about creating mutually beneficial work environments that enhance productivity, job satisfaction, and overall well-being. Gen Z's desire for these changes isn't a sign of weakness but a recognition that the traditional structures of work are outdated and unsustainable. By embracing new ways of working, we can all thrive together—both employers and employees.
References:
American Psychological Association. APA Stress in America? Survey: Generation Z stressed about issues in the news but least likely to vote [Press release]. APA, 25 October, 2018. https://www.apa.org/news/press/releases/2018/10/generation-z-stressed
Berger, Chloe. “Gen Zers Are Rebelling against Their Parents and Striking Fear into Corporate America by Publicly Quitting.” Fortune, March 23, 2023. https://fortune.com/2022/03/19/gen-z-is-joining-great-resignation-terrifying-corporate-america/
“Brits Prefer Hybrid Working over Office or Remote, Study Reveals: TheHRD.” theHRDIRECTOR, January 25, 2024. https://www.thehrdirector.com/business-news/workplace/brits-prefer-hybrid-working-office-remote-study-reveals/#:~:text=Data%20shows%20that%20most%20Brits,they’re%20working%20from%20home.?
Brown, H., Kim, J. S., & Faerman, S. R. “The influence of societal and organizational culture on the use of work-life balance programs: A comparative analysis of the United States and the Republic of Korea.” The Social Science Journal, 2021. https://doi.org/10.1016/j.soscij.2019.03.008
Danna, K., & Griffin, R. W. “ Health and Well-Being in the Workplace: A Review and Synthesis of the Literature. Journal of Management”, 1999. https://doi.org/10.1177/014920639902500305
F, Jenny. “I Stood up for Myself at Work and Then Got Fired.” Medium, June 24, 2020. https://medium.com/@Jenny.f/i-stood-up-for-myself-at-work-and-then-got-fired-1afb09b0fd9.
Kauffeld, S., Jonas, E., & Frey, D. “Effects of a flexible work-time design on employee- and company-related aims.” European Journal of Work and Organizational Psychology, 2004. https://doi.org/10.1080/13594320444000001
LeDuc, Daniel. “Who Is Generation Z.” The Pew Charitable Trusts, May 20, 2019. https://www.pewtrusts.org/en/trust/archive/spring-2019/who-is-generation-z#:~:text=Gen%20Zers%20have%20higher%20high,Gen%20Xers%20at%20similar%20ages.
“One Third of Your Life Is Spent at Work.” Gettysburg College. Accessed January 15, 2025. https://www.gettysburg.edu/news/stories?id=79db7b34-630c-4f49-ad32-4ab9ea48e72b.
Patanjali, S., & Bhatta, N. M. K. “Work from Home During the Pandemic: The Impact of Organizational Factors on the Productivity of Employees in the IT Industry”. Vision, 2022. https://doi.org/10.1177/09722629221074137
TalentLMS. “Survey: Gen Z in the Workplace.” TalentLMS, August 29, 2024. https://www.talentlms.com/research/gen-z-workplace-statistics#how-to-manage-Gen-Z.?
“9 in 10 Employees Want Bosses to Prioritise Mental Health at Work.” Acas, November 29, 2024. https://www.acas.org.uk/9-in-10-employees-want-bosses-to-prioritise-mental-health-at-work?utm_medium=email&utm_campaign=WC+02122024+National+e-connect&utm_content=WC+02122024+National+e-connect%2BVersion%2BB%2BCID_44c9ce44ca412d74b8714dc19aab0f34&utm_source=Acas+National+Email+Marketing+Live&utm_term=9+in+10+employees+want+bosses+to+prioritise+mental+health+at+work.?