What If Gen Z Has It Right About Work?
Note: This article is part of my examination of IMPACT within the SHIFT model. In our SHIFT courses, we explore each SHIFT element at both the macro (systems) level and micro (individual leader) level. This piece offers a macro perspective on impact in today's workplace. Friday's article will explore the micro, focusing on how individual leaders can create meaningful impact.
I recently sat in a room of mostly Gen X and Boomer leaders. When asked about Gen Z in the workplace, one leader said of her daughter and friends: “They just don’t want to work.” Another sighed, “They just don’t care.”
But what if they do care—just not about outdated definitions of work?
Many of us were taught that success meant grinding, paying dues, and sacrificing well-being because we were told we had to. But what if those assumptions never really worked?
I don’t think Gen Z is disengaged. I think they’re just unwilling to accept norms that don’t make sense.
Why Workplace Expectations Are Changing for Everyone
The reality is that it’s not just about the TikTok generation. There are broader forces reshaping work for everyone:
The End of Job Security – Older generations stayed with companies because of pensions and long-term stability. Gen Z has no reason to be loyal if they don’t get the same in return.
The Cost of Living Crisis – Wages haven’t kept up with inflation and student debt. Gen Z’s demand for fair pay and flexibility isn’t entitlement—it’s survival.
Remote & Hybrid Work is Here to Stay – The pandemic proved productivity isn’t tied to an office. Gen Z isn’t asking for radical change—they’re simply embracing what’s already shifted.
If the world of work has evolved, shouldn’t companies evolve with it?
Redefining Work Ethic: From Hours to Impact
For decades, work ethic was measured by hours worked. But what if the real metric should be impact?
Each generation has pursued meaningful work in different ways:
Boomers valued stability and career longevity.
Gen X prioritized independence and autonomy.
Millennials sought values alignment with employers.
Gen Z expects purpose and impact in daily work—not as an afterthought.
It’s not that work ethic is disappearing—it’s being redefined.
Rethinking Experience & Career Growth
A valid concern about Gen Z’s approach is the experience gap—some skills, like leadership, take time to develop. But should career growth still be tied to tenure over impact?
Gen Z isn’t rejecting experience; they’re challenging systems that confuse seniority with competence. This isn’t about putting the least experienced person in charge—it’s about using clear logic to recognize impact, skills, and results alongside experience. Instead of rigid promotion structures, companies should rethink how experience is gained and valued:
Tiered mentorship – Facilitate learning between seasoned professionals and younger employees with fresh perspectives.
Clear growth paths – Base advancement on skills, results, and leadership potential, not just years on the job.
Redefining seniority – Reward impact and innovation over outdated hierarchies.
What if Gen Z’s expectations aren’t demands to be accommodated, but insights we should pay attention to? Instead of dividing generations, can we unite around a shared pursuit of meaning and purpose? This isn’t about favoring one generation—it’s about creating workplaces where talent, not tenure, drives opportunity.
A Question for Reflection
If Gen Z isn’t disengaged, but simply rejecting outdated assumptions about work…
What outdated assumptions about work and leadership might be holding you back?
Yes! Career growth shouldn’t just be about time served—it should be about the value, skills, and fresh perspectives we bring. I love how you framed cross-pollination of ideas as vital to both personal and organizational growth. So many industries benefit from people who bring insights from other fields, yet the old “pay your dues” mindset can make that feel like jumping the line. In reality, it’s about evolving how we recognize and reward impact. Thanks for sharing your experience—such an important perspective!
As someone who has been in the midst of a career change in her 40s, I think a lot about an outdated model that values tenure above all else. Those that have “put their time in” may feel that others are cutting the line. I have also been putting my time in, gaining experience and wisdom that I bring to my current position. Cross-pollination of ideas from other fields is vital to growth- on both a personal and company-wide level.