Gen Z isn’t lazy — young people just have a different idea of what work means, says Cambridge professor Thomas Roulet.
Let’s dive into the nuances of this generational debate and understand why the youngest members of the workforce might be misunderstood.
Historical Context
Socrates and Youth
The notion that younger generations are lazy isn’t new.
Even Socrates, the ancient Greek philosopher, lamented the perceived vanity and laziness of the youth in his time.
It’s a timeless complaint echoed across the ages.
“All generations have been saying that younger generations are lazier at work — allegedly, even Socrates said that,” Thomas Roulet explained, highlighting the Greek philosopher’s belief that the children of his day were vain and lazy.
Despite these ancient complaints, each generation has brought its own strengths and innovations.
The same is true for Gen Z, whose approach to work is often seen through a lens of misunderstanding.
Understanding this historical context helps us see that labeling the younger generation as lazy is a recurring theme, rather than a novel observation.
Motivational Drivers Across Generations
Consistency in Motivational Drivers
Thomas Roulet, who teaches organizational sociology and leadership at Cambridge University, points out that research shows motivational drivers are consistent across generations.
This means what drives Gen Z isn’t fundamentally different from what drove previous generations.
“If we look at motivational drivers, research shows that across generations, motivational drivers are the same,” Roulet said.
For example, the desire for job security, personal growth, and a sense of purpose are common motivators across all age groups.
Understanding these similarities can help bridge the gap between generations in the workplace.
It highlights that the differences lie more in the context and expectations rather than the fundamental motivations.
Employers need to recognize these shared drivers and adapt their strategies to meet the evolving expectations of younger workers.
Changing Expectations Toward Work
Growth and Purpose
Gen Z places a high value on personal and professional growth.
They seek roles that offer opportunities for development and advancement.
This is a shift from simply viewing work as a means to an end.
Roulet emphasized that “younger generations want growth, purpose, and, at the same time, a work-life balance — and organizations have to rise to meet those demands.”
Companies that provide clear paths for growth and development are more likely to attract and retain Gen Z talent.
The search for purpose is also a significant driver for Gen Z.
They want to work for organizations that align with their values and make a positive impact on society.
This desire for meaningful work differentiates them from previous generations.
Organizations that can articulate their mission and demonstrate their impact are more appealing to Gen Z, who prioritize purpose over paycheck.
Work-Life Balance
Work-life balance is another crucial expectation for Gen Z.
They have witnessed the burnout and stress experienced by older generations and are keen to avoid it.
This generation values a healthy balance between work and personal life.
Flexible work arrangements, such as remote work and flexible hours, are highly valued by Gen Z.
These arrangements allow them to balance their professional responsibilities with personal interests and commitments.
Employers that offer flexible working conditions are likely to attract and retain Gen Z employees.
This flexibility is seen not as a luxury but as a necessity for a fulfilling career.
Adapting to these expectations requires a shift in organizational culture, but it can lead to higher employee satisfaction and productivity.
Economic Context and Job Security
Comparison with Previous Generations
Economic changes have significantly impacted job security.
Unlike 20 or 30 years ago, jobs today do not offer the same level of security.
This has affected how Gen Z views their careers and job stability.
“While a job 30 or 20 years ago would have provided further security, this is not necessarily the case,” said Roulet.
In the past, a job was often seen as a lifelong commitment with clear career progression.
Today, the gig economy, contract work, and frequent job changes are more common, creating a different employment landscape.
Gen Z has adapted to this new reality by prioritizing skills development and career flexibility.
They are more likely to seek diverse experiences and continuously upgrade their skills to remain competitive.
Understanding these economic shifts helps explain why Gen Z may appear less committed to traditional career paths, but it also highlights their adaptability and resilience.
Housing Market Challenges
One of the significant challenges faced by Gen Z is entering the housing market.
Rising property prices and economic instability have made it difficult for younger generations to buy homes.
“It doesn’t, for example, help younger generations get on the property ladder,” noted Roulet, pointing out the financial pressure this adds.
This influences their career choices and job expectations.
Job security and higher salaries are crucial for those trying to save for a home, impacting their overall approach to work.
Employers need to be aware of these financial challenges and offer support where possible, such as competitive salaries, housing assistance, or financial planning resources.
Addressing these challenges can help alleviate some of the financial stress faced by Gen Z and improve their overall job satisfaction and loyalty.
Organizational Adaptation
Meeting Gen Z’s Demands
Organizations must adapt to meet the evolving demands of Gen Z.
This generation’s expectations for growth, purpose, and work-life balance require a shift in how companies operate.
“The expectations toward work have changed,” Roulet explained.
Providing opportunities for continuous learning and development is essential.
This can include formal training programs, mentorship, and access to online learning resources.
Companies that align with the values and purpose-driven mindset of Gen Z will also stand out.
This might involve corporate social responsibility initiatives, sustainability efforts, and a clear mission statement.
Adapting to these demands not only attracts Gen Z talent but also fosters a more engaged and motivated workforce.
Leadership and Management Styles
Effective leadership is crucial in engaging Gen Z employees.
This generation responds well to transparent, communicative, and supportive leadership styles.
Leaders should focus on providing regular feedback, recognizing achievements, and fostering an inclusive and collaborative work environment.
Gen Z values leaders who are approachable and willing to mentor.
Building strong relationships and providing guidance can significantly enhance their job satisfaction and performance.
Adopting these leadership practices can help bridge generational gaps and create a more cohesive and productive team.
Contrasting Perspectives
Jamie Dimon’s Views
Not everyone agrees with the positive assessment of Gen Z.
JPMorgan CEO Jamie Dimon recently expressed his skepticism about the younger generation’s work ethic.
Dimon noted that younger generations have better life expectancy and are likely to work fewer hours, suggesting they have it easier than previous generations.
“I don’t feel so bad for Gen Z and millennials,” Dimon said.
He referenced his grandparents, Greek immigrants who arrived in the US with nothing, to highlight the harder circumstances faced by past generations.
“Let’s put things in perspective a little bit,” Dimon added.
“They’re going to be working probably 3.5 days a week. They’re going to live to 100. They’re not going to have cancer. They’re going to be in pretty good shape, provided the world doesn’t destroy it all with nuclear weapons, which is the biggest risk in the world.”
While Dimon’s perspective offers a counterpoint, it may not fully account for the unique challenges and changing expectations faced by today’s young workers.
The Immigrant Experience
Dimon’s reference to his grandparents’ immigrant experience underscores the hardships faced by earlier generations.
Immigrants often started with nothing and worked tirelessly to build a life in a new country.
However, comparing this experience directly to modern challenges can be misleading.
The economic, social, and technological landscapes have changed dramatically.
While Gen Z may not face the same physical hardships, they encounter different pressures, such as economic instability, high living costs, and the demands of a fast-paced digital world.
Understanding these distinctions is crucial for a fair comparison and for appreciating the unique strengths and challenges of each generation.
Health and Longevity
Life Expectancy and Health Advances
One advantage that Gen Z holds is the prospect of longer life expectancy and better health outcomes.
Advances in healthcare and technology mean they can look forward to longer, healthier lives.
This potential for longevity can influence their career planning and work habits.
They may be more focused on maintaining a healthy work-life balance to enjoy these extended years.
However, this also brings the need for long-term financial planning and career flexibility to sustain them through potentially longer working lives.
Employers can support this by offering health and wellness programs, as well as financial planning resources to help Gen Z prepare for a long and healthy future.
Future Health Challenges
Despite the advances in healthcare, future health challenges remain a concern.
The risk of new diseases, mental health issues, and other health-related pressures can impact Gen Z’s work life.
Mental health, in particular, is a significant concern for this generation.
Employers must prioritize mental health support and create a workplace culture that encourages open discussions about mental well-being.
Proactive measures, such as providing access to mental health resources and fostering a supportive work environment, can help mitigate these challenges.
Addressing future health risks is crucial for maintaining a healthy, productive, and engaged workforce.
Technological Impact
Role of Technology in Work Preferences
Technology plays a significant role in shaping Gen Z’s work preferences.
They are digital natives, having grown up with the internet, smartphones, and social media.
This familiarity with technology means they expect workplaces to be tech-savvy and digitally integrated.
Tools that enable collaboration, efficiency, and flexibility are highly valued.
Examples include project management software, communication platforms, and digital collaboration tools that streamline workflows and enhance productivity.
Employers that embrace technology and keep up with digital trends will find it easier to engage and motivate Gen Z employees.
Remote and Flexible Work
Gen Z has shown a strong preference for remote and flexible work arrangements.
The COVID-19 pandemic accelerated this trend, proving that many jobs can be done effectively from anywhere.
Remote work offers numerous benefits, including reduced commuting time, increased flexibility, and a better work-life balance.
It allows employees to tailor their work environment to their needs.
However, remote work also presents challenges, such as the need for self-discipline, managing work-life boundaries, and potential isolation.
Employers must address these challenges to ensure remote work remains effective.
Offering a hybrid model, combining remote and in-office work, can provide the best of both worlds and cater to diverse preferences within the workforce.
Conclusion
In conclusion, understanding Gen Z’s work ethic requires moving beyond stereotypes and appreciating their unique perspectives and challenges.
While their approach to work may differ from previous generations, their core motivations remain consistent.
Organizations that adapt to meet the evolving expectations of growth, purpose, and work-life balance will thrive with Gen Z employees.
By embracing flexibility, technology, and supportive leadership, employers can harness the strengths of this dynamic generation.
Ultimately, bridging generational gaps in the workplace benefits everyone, fostering a more inclusive, innovative, and productive environment.