How Gen Z Will Shape the Future of Employee Wellbeing

The current state of our workplace is at a crossroads; most organizations and individuals are still navigating the impacts of the COVID-19 pandemic and how it reshaped how we work and how we relate to work. Gen Z is entering the workplace a the same time and we now have the most generations at work at the same time as we ever have.

We face significant challenges navigating so many generations, working styles, and overall changes to the workplace; I believe that we have a massive opportunity to use this moment to reshape the world of work for the better for everyone.

Who is Gen Z?

As a millennial, I am well aware that the generations and what defines them can get a bit confusing, so let’s start with an overview of who we are talking about when we talk about Gen Z.’

Gen Zer's are born between the mid-1990s and early 2010s (exact dates vary by definition)

The first generation of true ‘Digital Natives’ -They’ve grown up with the internet, smartphones, social media, and information at their fingertips. They are adept at using technology and quite attached, sometimes reliant on it.

Open to more ‘nontraditional’ career paths- including entrepreneurship, the gig economy, and skipping out on management roles.

Globally and Environmentally Conscious- the ongoing impact and prospect of global warming are a defining experience for this generation. Also with social media, connections can be made across the globe, fostering a much more global experience- even from home.

More inclusive and diverse — Gen Z is the most diverse generation to date and that is reflected in their collective beliefs and focus on individuality.

More risk-averse- valuing stability and security in their lives and careers following years of seeing recessions, the student debt crisis, and surviving a global pandemic has led to a more risk-averse generation.

High prevalence of mental health challenges and willingness to talk about mental health in all facets of life, including work. It’s important to acknowledge that Gen Z has faced unique stressors, the prevalence of mass and school shootings, online bullying, and isolation to name a few.

It’s helpful to use these overarching themes to better understand Gen Z collectively and how they may shape the workplace, it’s also important to remember that every member of any generation is unique and formed by their own lived experiences. Generalizations in personal or management relationships are not advised!

Different Expectations of Work

Most frequently, when we speak collectively about a new generation in the workforce, we are quick to jump to how this group is different, and let’s face it- often that difference is framed as a negative.

Gen Zer's have key differences in expectations of work and how it integrates into their lives overall. There are also shared expectations with other generations as they begin their careers, like looking for clarity and development opportunities, mentorship, and promotion opportunities.

We also need to recognize that some of the trends we see are more about career stage than generation.

Rely on what we already know about creating productive environments for early career team members and then tailoring it to better fit this new cohort of Gen Z employees.

That said, there are some significant differences when it comes to Gen Z’s expectations of the workplace.

Workplace Culture is the Most Important for Gen Z, specifically when it comes to DEIB, and Mental Health and wellbeing.

• According to the Monster.com 2023 State of the Graduate report:
• 92% of New Grads said it was important for them to be able to discuss their mental health at work.
• 59% would quit if their workplace became toxic
• 58% said work/life balance was the most important aspect of the job.
• 54% would turn down a job offer if the company didn’t offer work/life balance.
• 42% would turn down a job at a company that doesn’t offer a diverse workforce and leadership team.

Gen Z expects supportive managers and leaders;

• From the same Monster.com survey:
• 51% said having great managers and leaders is the most important aspect of a job.
• 37% would quit if they didn’t like working for their manager.

Gen Z has a different relationship with loyalty to organizations after watching rounds of layoffs in a variety of industries as they were growing up. Because Gen Z has seen a lack of loyalty from organizations, they can be wary of being loyal, at least without proof of a reciprocal relationship.

For Gen Z, experience doesn’t automatically equate to expertise. Because information is so available and has been for their entire lives, Gen Z doesn’t defer to experience as previous generations were more apt to do. Also, in this age of misinformation, Gen Z is more likely to want to explore information and plans themselves or at least get multiple perspectives.

Gen Z prioritizes stability and financial wellbeing. Given the global and financial turmoil marking most of their lives to date, Gen Z is much more likely to prioritize stability and overall financial wellbeing than other generations at this stage in their career. Like any generation, Gen Z works to get paid, but they are looking for security over an idea of wild success or ‘getting rich’ Compensation matters to Gen Z, but more as part of a holistic employer value proposition than most other generations when in the early career stage.

How Organizations Can Integrate Gen Z

With Gen Z set to make up 27% of the global workforce by 2025, integrating them into your teams is non-negotiable. Below are some ways for leaders and managers to build towards successful integrations.

Start by understanding and listening to Gen Z
Understanding some of what makes Gen Z unique and how they show up at work is an excellent place to start, but don’t ignore one of the best resources available to you- your Gen Z employees and candidates.

Engaging in deliberating and listening to these team members can help you better understand how you and your organization can best work with them. Another benefit, everyone appreciates having a voice.

Approach Work/Life Balance and Integration with an Open Mind

Gen Z wants greater balance and flexibility when it comes to work, and life and they expect work to be a part of their life but have diverse interests and priorities.

Gen Z also tends to show up as themselves authentically everywhere, including the workplace- so expect more integration. (PSA- flexibility doesn’t always mean remote work, that can be part of it, but there is so much more to consider).

Encourage a Culture where Mental Health is both Destigmatized and Prioritized

As noted above, nearly all Gen Z employees expect to be able to talk about mental health at work. This is a striking difference from the workplace of the past, so work to create a culture of understanding around mental health, including education, resources, and an effort to destigmatize these types of conversations.

Get your managers and leaders more comfortable with the topics and resources available to them and their teams. If you aren’t sure where to start, The National Council for Mental Wellbeing offers Mental Health First Aid. This is a great, data-backed resource you can use to equip your teams with the right language and resources to meet these changing expectations.

Find Ways to Offer Support and Empathy

Managers have a massive impact on overall employee engagement, success, and wellbeing. Focusing on creating managers focused on offering support and empathy for their teams works well for managing this generation. A couple of wonderful resources come from Katharine Manning, her book and online course on empathy in the workplace.

Don’t be Afraid to Leverage Technology

Because Gen Z are digital natives, don’t shy away from leveraging new technology or technology differently to better serve this demographic and the rest of your team. Technology cannot completely replace some aspects of growth and engagement at work, but it can supplement it and move focus to more value add.

Create a Diverse and Inclusive Environment:

Diversity is a given for Gen Z, they are the most diverse generation to date. Now is not the time to skip over diversity, equity, and inclusion initiatives; it is the time to double down on investment and engage in the benefits of a diverse workforce.

Leveraging Gen Z’s Strengths for Meaningful Cultural Change in the Workplace

Many of the ways Gen Z is showing up at work are focused on how to better integrate the reality of the whole person into work life in a sustainable way, versus a more ‘hustle culture’ we’ve seen in the past.

Fortuitously, this is also meeting a moment where most of us have already or are currently reconsidering our relationships with work- driven largely by the COVID-19 pandemic and its impacts.

By embracing many of Gen Z’s priorities and welcoming their unique perspectives and experiences, organizations are poised to build workplaces that work better for everyone. The key is a willingness to leverage the best of each generation and create an equitable, whole-person future of work.

In my work with The Wounded Workforce, I believe trauma informed workplace cultures provide the structure and resources to support this work. If you’d like to learn more about how trauma informed cultures support the future of work and Gen Z, follow us here.

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