I’m part of Generation X, a generation often characterized as hardworking, independent, and resourceful. I’m also a woman and one of the first women in my family to work in the corporate world. I felt I had much to prove and as such got so focused on work and climbing the corporate ladder, I lost my balance and the connection to my 'humanness' (purpose, grounded, happiness). The lines are increasingly blurred between work and home due to technological advances, and I struggled to establish healthy boundaries and maintain my personal identity outside of work. Work and personal had become so blurred, that I would regularly be cooking dinner at 8pm while taking a work call. I let this happen and as such, without even knowing it, was encouraging this behavior of blurred boundaries with the rest of the team. I was just as much the cause of the problem as I was a victim of the cultural norms we were creating as a group. It brings a smile to my face when I read articles about Gen Z and Millennials and what they are demanding from their employers. I’m hopeful the workplace of the future might become a place that is run by not just people, but ‘humans’ who realize healthy boundaries are not only possible, but necessary for enhanced wellbeing, and increased organizational success.
By 2025 Gen Z and Millennials will comprise over 80% of the workforce, Gen Z (almost 30%).[1] They are demanding more progressive actions and cultures from their employers because their top values/priorities consist of the environment/climate change, a more inclusive and equitable world, and more meaning & purpose. These values suggest they have a clearer understanding that we are all interconnected, and our survival as a planet depends on us coming together and figuring out how to interact with each other in a meaningful, healthy way. But coupled with these priorities, Gen Z and Millennials are highly concerned about their financial outlook, which together is driving their decisions and ultimately reshaping our world of work.
How this translates to the workforce for Gen Z & Millennials is simple. They are demanding flexibility; where and how they work. [2] Flexibility allows for a more humanistic working culture, a culture that recognizes people have & want more in their lives than just work. It allows for a culture that recognizes people are humans and exist not to serve corporations, but to serve each other, our communities, and the larger world around us. In fact, 75% of Gen Z and 76% of Millennials would prefer a hybrid or totally remote working pattern.[3]In addition, they are in favor of flexible working hours and reduced workweeks. Top benefits cited by remote working Gen Z and Millennials are: 1) saving money, 2) doing other things of greater importance, 3) seeing family more often, 4) getting work done more easily, and 5) increased mental health. In 2018 the #1 thing these generations looked for in an employer was caring about their wellbeing[4] and today, 4 years later, the #1 thing is an employer that supports good work/life balance.[5]
One Gen Z explains how the pandemic affected her wellbeing.
“The pandemic forced me to reassess what is important in life. I started to pay more attention to my health, my family, and my personal life, and I redistributed my focus and time spent for work and for life afterCOVID-19 lockdowns. I think this sentiment has contributed to the Great Resignation, and that it may lead to improved work/life balance, because large companies will need to start paying more attention to employees’ well-being.” Moly, 29, Japan, One Young World Ambassador [6]
As Millenials and Gen Z continue to increase their presence in the workforce and achieve positions of leadership, I believe they will persevere in their quest to live full, healthy lives that include meaningful work, but also fulfilling pursuits outside of work. As such they will create work cultures of wellbeing where the entire person is supported.
Cultures of wellbeing are needed now, and current leadership needs to lead the charge. Forward thinking leaders can create policies and establish norms that specifically address this chronic work overload that is causing burn-out, anxiety, and subsequent high levels of turnover. Leaders can rethink staffing and resourcing and challenge the 'we’ve always done it this way' mentality through creativity, innovation, and collective problem solving. Collaborating with Gen Z and Millenials to find workable solutions is the inclusive approach that will create lasting change. It is our wellbeing that makes us human and without it we are no different than the other creatures that inhabit our planet. More than just our physical health & safety, it is our need to connect to something bigger than ourselves, our need for happiness & love, and our need for connection to & inclusion with others that sustains our wellbeing as humans.
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1World Economic Forum, 19 May ’22. Gen Z don’t want to work for you. Here’s how to fix that | World Economic Forum (weforum.org)
2“The Deloitte Global 2022 Gen Z and Millenial Survey.” 2022. Deloitte.
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4Ed O’Boyle, “4 Things Gen Z and Millenials Expect from Their Workplace” March 2021. Gallup. 4 Things Gen Z and Millennials Expect From Their Workplace (gallup.com)
5“The Deloitte Global 2022 Gen Z and Millenial Survey.” 2022. Deloitte.
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