𝗟𝗲𝘁'𝘀 𝘁𝗮𝗹𝗸 𝗮𝗯𝗼𝘂𝘁 𝗚𝗲𝗻 𝗭. Lately, I’ve been chatting with leaders managing large Gen Z workforces, and I keep hearing comments like:
➡ “𝘛𝘩𝘦𝘺’𝘳𝘦 𝘨𝘰𝘪𝘯𝘨 𝘵𝘰 𝘳𝘦𝘨𝘳𝘦𝘵 𝘫𝘰𝘣-𝘩𝘰𝘱𝘱𝘪𝘯𝘨.”
➡ “𝘚𝘩𝘰𝘶𝘭𝘥𝘯’𝘵 𝘵𝘩𝘦𝘺 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘣𝘦 𝘩𝘦𝘳𝘦?”
➡ “𝘐 𝘩𝘢𝘥 𝘵𝘰 𝘱𝘢𝘺 𝘮𝘺 𝘥𝘶𝘦𝘴, 𝘴𝘰 𝘵𝘩𝘦𝘺 𝘯𝘦𝘦𝘥 𝘵𝘰 𝘵𝘰𝘰.”
🎨 Picture painted, right?
But let’s rewind. Gen Z is challenging the status quo, asking hard questions, and pushing for better. And as someone born in 1995 (almost 30! 🙌), I get the frustration of wanting to create change 𝘯𝘰𝘸.
Here’s the thing: 𝗪𝗲 𝗿𝗮𝗶𝘀𝗲𝗱 𝘁𝗵𝗶𝘀 𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻 𝘁𝗼 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝘁𝗵𝗲𝘆 𝗰𝗼𝘂𝗹𝗱 𝗰𝗿𝗲𝗮𝘁𝗲 𝗰𝗵𝗮𝗻𝗴𝗲. We celebrated thinking outside the box, shooting to be whatever they wanted, and rejecting outdated norms. So why are we meeting Gen Z with roadblocks and a “slow down” mentality? 🛑
𝗝𝘂𝘀𝘁 𝘁𝗮𝗸𝗲 𝗮 𝗹𝗼𝗼𝗸 𝗮𝘁 𝘁𝗵𝗲𝘀𝗲 𝘀𝘁𝗮𝘁𝘀 𝗳𝗿𝗼𝗺 𝗗𝗲𝗹𝗼𝗶𝘁𝘁𝗲’𝘀 𝟮𝟬𝟮𝟰 𝗚𝗲𝗻 𝗭 & 𝗠𝗶𝗹𝗹𝗲𝗻𝗻𝗶𝗮𝗹 𝗦𝘂𝗿𝘃𝗲𝘆:
- 𝟰𝟰% 𝗼𝗳 𝗖𝗮𝗻𝗮𝗱𝗶𝗮𝗻 𝗚𝗲𝗻 𝗭 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 want flexible work options.
- 𝟴𝟲% 𝘀𝗮𝘆 𝗽𝘂𝗿𝗽𝗼𝘀𝗲 is critical to job satisfaction and well-being.
- 𝟰𝟰% 𝗵𝗮𝘃𝗲 𝘁𝘂𝗿𝗻𝗲𝗱 𝗱𝗼𝘄𝗻 𝗷𝗼𝗯𝘀 over misaligned values.
For organizations, this means truly living your values is no longer optional. Every major shift in history began with someone (or a group of someones) demanding change. Yet today, we often stifle the energy and innovation of those driving progress. Gen Z is holding us accountable, and rightfully so. Company values can’t just be words on a wall; they must come to life in every policy, decision, and action—and that’s a 𝘨𝘰𝘰𝘥 thing. 🌍
𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝗳𝗼𝗿 𝗛𝗥 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀 𝗮𝗻𝗱 𝗹𝗲𝗮𝗱𝗲𝗿𝘀:
Next time a Gen Z employee speaks up — about mental health, flexibility, or inclusivity — don’t dismiss it. Lean in, listen, and ask:
𝗛𝗼𝘄 𝗰𝗮𝗻 𝘄𝗲 𝗺𝗮𝗸𝗲 𝘁𝗵𝗶𝘀 𝗯𝗲𝘁𝘁𝗲𝗿 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿?
Because in my opinion embracing change doesn’t just unlock potential — it separates the visionary leaders from the outdated. The question isn’t whether Gen Z will change the workplace — they’re here, and they already are. The real question is: 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝗲𝘃𝗼𝗹𝘃𝗲 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲𝗺, 𝗼𝗿 𝘄𝗶𝗹𝗹 𝘆𝗼𝘂 𝗴𝗲𝘁 𝗹𝗲𝗳𝘁 𝗯𝗲𝗵𝗶𝗻𝗱?🌶️
