What would today's workplace look like without the young generation?

Z chromosomes

In the modern day of 2024, Gen Z has become an integral part of the workplace. With their arrival, work culture has shifted and new policies have started to get implemented to attract and retain this unique generation.

But all of this did not just start yesterday. According to the American Student Assistance (ASA) in their recent whitepaper , the Gen Z DNA has started developing in their school years, which contribute to the way that they make decisions as adults:

• Fluid journey. Gen Z’s decision cycle begins and ends with self-reflection. They rely heavily on personal advisors and online research to inform their choices.
• High ownership. Thanks to the Boomer parents who focus on certain decisions like health, Gen Z is taking ownership of their professional and academic choices.
• Seek alternatives. A great portion of Gen Z explores alternative educational and career pathways, in contrast to 4-year degrees preferred by older generations.
• Different happiness. Gen Z places a high priority on pursuing their passions and ensuring emotional well-being when considering educational and career options.

As they enter the workforce, Gen Zs bring these traits with them and incorporate these habits into their leadership style. In the workplace, Gen Z leaders are known as:

• Digital natives. They are comfortable navigating various digital platforms and leveraging technology for communication, collaboration, and problem-solving.
• Purpose-driven. As they seek purpose in their work, Gen Z are likely to be drawn to roles that align with their values and contribute to a greater societal impact.
• Entrepreneurial. They are proactive, value autonomy, and are not afraid to take initiative. Many Gen Z individuals aspire to create their own opportunities.
• Inclusive. They seek environments that celebrate differences and provide equal opportunities for everyone. They emphasize more on similarities than differences.
• Adaptable. They don’t avoid uncertainty, making them great leaders with the capacity to embrace change and lead in dynamic environments.

Learn more about how Gen Z is starting to shape their own tribes and teams as leaders in today’s workplace here .

Zero Z-s?

If we take out all of the Gen Z employees within a thriving tech company, there would be a huge change in culture, policy, and therefore the quality of work being delivered.

Not just he-says she-says, the Gen Z effect is very much real as shown in a recent Gensler research , comparing the behavior of Gen Zs and other generations in the workplace:

• Gen Z spends 3x more time learning and socializing, whereas boomers prefer working alone. Only 4% of Boomers spend their working hours socializing.
• Gen Z prefers to work remotely even with the consequence of not having assigned desks in the office. They spend 30% of the time working out of office.
• Gen Z generates a higher productivity rate working at a company that gives a hospitality vibe, compared to boomers’ favorite theme: corporate.

Without these work habits, today’s modern workplace would look very different. A Gen-Z less workplace is no longer possible, but if it was, this is what it would offer:

• Less innovations, less fresh perspectives. Young leaders and employees bring new ideas and approaches that challenge traditional norms. Without their input, workplaces may stagnate, relying on outdated practices that fail to adapt to changing market demands.
• Rigid work schedules. Just like how it was in the 2000s and prior, organizations might revert to rigid 9-to-5 schedules, which could lead to decreased employee satisfaction and higher turnover rates, impacting overall productivity.
• Homogeneous workplace, limited opportunities. Without Gen Z’s vocal advocate on DEI, companies would put less emphasis on creating inclusive environments. This may perpetuate existing biases and limit the organization's ability to employ a broad talent pool and diverse ideas.
• Lower engagement, higher burnout. A workplace with no high engagement to valuable work will risk lower morale and a disengaged workforce, leading to decreased productivity and increased burnout among remaining older employees who will feel undervalued.
• Backlog on new tech. Gen Z’s absence could slow down the adoption of new technologies which help enhance efficiency and collaboration. Companies might miss out on leveraging digital solutions for remote work, project management, and communication.

Those are only some of the possibilities of what a workplace would look like without Gen Z and their sets of traits and values. Would you agree?

Read more on the benefits of an engaged Gen Z workforce in the Gallup article here , and more on how companies could cultivate Gen Z’s positive traits in the Deloitte piece here .

Zestful growth

One aspect that differs Gen Z the most from other generations, is in the way that they value and incorporate learning in their daily life.

As Gen Z advocates for work-life integration, they create a learning habit that benefits them both personally and professionally.

Here are some of the ways Gen Z prefers to learn, that has impacted the world of People Development in the workplace:

1. Continuous learning. Actively seek out training programs, workshops, and online courses that align with their career goals.

Without Gen Zs: Companies will have to ‘feed’ trainings to employees

2. Preference for microlearning. Favor short, digestible learning modules that can be completed quickly to acquire a wider variety of new skills.

Without Gen Zs: Learning programs will take up most of employee’s capacity

3. Utilize technology. Often turn to online platforms, mobile apps, and social media for educational content. Can work with AI-driven learning management systems.

Without Gen Zs: Higher cost to provide more in-person trainings with experts

4. Feedback and mentorship. Appreciate constructive criticism and frequent check-ins that help them understand their performance and areas for improvement.

Without Gen Zs: Low supervision could lead to slower learning progress

5. Collaborative learning. Prefer group learning experiences where they can share ideas and learn from peers, as they value teamwork and collaboration.

Without Gen Zs: Cultivated silo mentality where knowledge gap would thrive

6. Flexible approaches. Opt for hybrid models that combine online and in-person interactions, tailoring learning experiences to fit their personal schedules.

Without Gen Zs: Glorified one-size-fits-all approach which may not be suitable for most

Find more interesting facts and stats on Gen Zs’ learning habits here , and the further impact of Gen Z’s learning style on company culture here .

So, do you think we could survive without Gen Zs?

Of course, you don’t have to be born between 1997-2012 to identify with some of Gen Z’s traits. But, we can’t deny the impact and shift in culture Gen Z has brought to the workplace.

Happy Youth Pledge Day for all the youth reading this week’s Monday Mavens edition! See you next Monday for more growth and productivity insights.