Gen Z Expectations in Professional Partnerships

'I'd rather manage anyone else'—why Gen Z has become the least wanted generation in corporate America. As someone in Gen Z, this data is... interesting. ResumeTemplates surveyed 1,000+ managers. 68% say managing Gen Z feels like "raising children." The complaints are predictable: need constant reminders, require emotional reassurance, can't handle basic workplace norms. Here's the uncomfortable truth: they're not entirely wrong. But they're missing the bigger picture. We grew up with infinite feedback loops (likes, comments, streaks). We expect rapid iteration and transparent communication. Traditional managers interpret this as "needy" when it's actually how we're wired to perform at our highest level. What Gen Z actually wants (and why it drives results): - Frequent feedback cycles: Not annual reviews—weekly check-ins with clear metrics and course corrections - Transparent communication: Direct feedback without corporate fluff. Tell us exactly what success looks like and how we're tracking - Growth frameworks: Clear progression paths with specific skills to develop, not vague promises of "future opportunities" - Flexible systems: We optimize for output, not hours in a chair Practical tools that actually work: - Dextego: Soft skills training for sales teams that speaks our language—gamified, data-driven skill development - 15Five: Weekly check-ins that create the feedback loops we crave without overwhelming managers - Notion/Monday.com: Project management that gives us ownership and visibility into impact - BetterUp: 1:1 coaching that addresses the "emotional reassurance" gap with professional development The real opportunity here: For Gen Z: Stop waiting for permission. Learn the game, then change it. Every complaint in that survey is a skill you can develop in 30-90 days if you're intentional about it. For managers: The Gen Z employees who scale fastest get clear frameworks, frequent check-ins, and direct feedback. Treat us like the high-performance systems we are, not the corporate drones you're used to. For companies: The first organizations to crack the Gen Z code will dominate the next decade. We're not going anywhere—we're your future workforce, customers, and leaders. Most people will read this survey and complain. Smart companies will see it as a competitive advantage waiting to be captured. Your move.

Gen Z is now a larger share of the labor force than Boomers. So what do they want? 👇 What Gen Z Wants Differently at Work Compared to Previous Generations Here are the top five things Gen Z wants differently at work: 1. Flexibility and Remote Work Flexibility in work schedules or remote work options are non-negotiable for Gen Z. A 2022 Deloitte survey revealed that 77% of Gen Z employees consider flexible work arrangements essential. They value hybrid models that allow them to work from home or set schedules that align with their personal lives. Why it’s different: Previous generations often adhered to traditional 9-to-5 office setups, while Gen Z sees flexibility as a necessity rather than a perk. 2. Purpose-Driven Work Gen Z seeks more than just a paycheck—they want their jobs to align with their values. According to a 2021 LinkedIn study, 49% of Gen Z employees are unwilling to work for companies that don’t align with their social and environmental beliefs. Why it’s different: While Baby Boomers and Gen X prioritized financial stability and career progression, Gen Z prioritizes purpose and mission-driven work. 3. Mental Health and Wellness Support Mental health is a top priority for Gen Z in the workplace. The American Psychological Association reports that 91% of Gen Z believe employers should actively support mental health initiatives. Access to wellness programs, mental health days, and open discussions about mental health are essential to their job satisfaction. Why it’s different: Previous generations often viewed mental health as a private matter, while Gen Z expects active employer involvement in fostering a mentally healthy workplace. 4. Technological Integration As digital natives, Gen Z expects workplaces to leverage modern technology for efficiency. A 2023 McKinsey report found that 87% of Gen Z employees are frustrated with outdated technology and are more likely to leave companies that fail to innovate. Why it’s different: Unlike older generations who adapted to new technologies later in their careers, Gen Z grew up with digital tools and expects seamless integration in the workplace. 5. Career Development and Learning Opportunities Gen Z values growth and skill development. A Gallup survey found that 59% of Gen Z workers prioritize opportunities for learning and growth when choosing a job. They prefer ongoing training, mentorship programs, and access to resources that help them advance in their careers. Why it’s different: Millennials and Gen X focused on promotions and job security, whereas Gen Z sees continuous learning as vital to staying competitive in the ever-changing job market. Conclusion Gen Z is transforming the workplace with their emphasis on flexibility, purpose, mental health, technological efficiency, and learning opportunities. Employers who align with these priorities will not only attract top talent but also foster a more engaged and innovative workforce.

Is your workplace stuck in the past, or ready for the future? Gallup's "It's the Manager" reveals a seismic shift in workplace values that's reshaping how we think about work and leadership. This isn't just a generational gap. It's a fundamental reimagining of the work contract. Gen Z isn't looking for a job. They're seeking a platform for personal growth and meaningful impact. They don't want bosses. They crave mentors. They're not motivated by paychecks alone, but by purpose-driven work. Annual reviews? Too little, too late. They thrive on continuous feedback and development. And perhaps most revolutionary: They refuse to compartmentalize. Work isn't separate from life — it's an integral part of it. The question isn't whether this shift is happening. It's whether your organization is ready for it. Are you still managing employees, or are you coaching a new generation of purpose-driven professionals? The future of work isn't coming. It's already here. Are you?

I had lunch with an exec last week who told me, "These Gen Z employees are so disloyal. They're gone in 18 months no matter what we do." 🙄 I asked what career development they offer. "We do annual reviews," he said proudly. No wonder they're leaving. Gen Z is 2x more likely to quit over lack of development opportunities compared to Boomers. Nothing to do with "participation trophies" or "entitlement" either. It's simple economics. Boomers entered a job market where loyalty was rewarded with pensions and steady advancement. Gen Z entered a completely different reality: ‣ Company loyalty died in the 2008 recession ‣ Skills expire faster than ever before ‣ The career ladder has become a career web They're not disloyal. They're adapting to the world we created for them. When I dig into companies with high Gen Z retention, I find that they've reimagined career development for today's reality. They're offering ↳ Skills-based advancement, not just title promotions ↳ Continuous learning, not annual training ↳ Career flexibility, not rigid ladders The companies winning the talent war aren't complaining about Gen Z's expectations. They're meeting them. Because these expectations will soon be everyone's expectations. #FutureOfWork #GenZRetention #CareerDevelopment #SkillsEconomy

Gen Z isn’t just asking for more flexibility at work. They’re asking for connection. And they’re hungry for it—literally. A major new global study from Compass Group and Mintel across 30,000 employees just revealed that 78% of Gen Z employees place a high value on social connection in the workplace. More than half said they would consider leaving their job if they felt lonely. What stood out most in the study wasn’t just the data—it was the role of food. Yes, food. The research shows that food is no longer just fuel at work—it’s a facilitator of belonging. From café-style coffee corners and wellness-focused cafeterias to snack stations in reading nooks and music lounges, Gen Z is demanding that the office be reimagined to encourage spontaneous interaction and meaningful connection. This hit home for me. For the past ten years, I’ve hosted hundreds of experiences that use food as a tool to bring people together. No titles, no small talk—just gratitude, storytelling, and shared humanity. And without fail, someone always says, “This is what I’ve been missing.” Gen Z is simply saying it out loud—and they’re saying it with urgency. Only 29% of Gen Z employees in unsocial workplaces feel connected to their company’s goals. Only 14% plan to stay long-term if the culture lacks real human connection. In contrast, those who take regular, intentional breaks are 52% happier than those who only stop when they’re burnt out. What’s clear is this: the companies that prioritize human connection—who create space for people to pause, gather, and be seen—will be the ones who win the future. Because this generation of employees isn’t just working for a paycheck. They’re working for purpose, people, and places where they feel like they belong. Sometimes, the most strategic thing you can do for your business is invite someone to coffee. Or better yet—dinner. Read the full study in the comments below!

𝗨𝗻𝗽𝗼𝗽𝘂𝗹𝗮𝗿 𝗼𝗽𝗶𝗻𝗶𝗼𝗻. 𝗡𝗼𝘁 𝗮𝗹𝗹 𝗚𝗲𝗻 𝗭 𝗮𝗿𝗲 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲. Some deeply care for their work. I read the headlines like you do. Bias. Job hopping. Low engagement.  1. 31 percent of hiring managers say they avoid Gen Z candidates.   2. 36 percent admit bias against Gen Z, citing job hopping, weak professionalism, and low reliability.   3. Managers report stress working with Gen Z. One in four would avoid hiring them if they could. 𝗕𝘂𝘁 𝗼𝗻 𝘁𝗵𝗲 𝗴𝗿𝗼𝘂𝗻𝗱 𝗜 𝘀𝗲𝗲 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗲𝗹𝘀𝗲. When we give a clear goal, fast feedback, and a small piece of real ownership, many young teammates shine.  • They write things down.  • They ask why.  • They spot blind spots we miss. When we toss only tasks with no context, they switch off. That part is on us. 𝗪𝗵𝗮𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗰𝗮𝗻 𝗱𝗼 𝗻𝗼𝘄  • Set one outcome that matters. Explain the why.  • Give weekly feedback that is honest and kind.  • Pair a young owner with a steady mentor.  • Reward process and teamwork, not just hero moments.  • Keep flexibility high and standards higher. 𝗪𝗵𝗮𝘁 𝗜 𝗮𝘀𝗸 𝗳𝗿𝗼𝗺 𝗚𝗲𝗻 𝗭  • Show your work in writing.  • Ask for context when it is missing.  • Own one small result end to end.  • Share what you learned so the team gets faster. 𝗔𝗻𝗱 𝘁𝗵𝗲 𝘁𝗿𝘂𝘁𝗵 𝗶𝘀, 𝗚𝗲𝗻 𝗭 𝗶𝘀 𝘁𝗵𝗲 𝗻𝗲𝘅𝘁 𝗯𝗶𝗴 𝗽𝗮𝗿𝘁 𝗼𝗳 𝗼𝘂𝗿 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲. They are not a problem to fix. They are a promise to guide. If both sides move a little, the work gets better for everyone.

https://lnkd.in/gUXMNXkX Gen Z workers are often unfairly blamed for "quiet quitting," but research shows their disengagement is largely a response to poor leadership, not laziness or entitlement. Gen Z values fairness, structure, transparency, and psychological safety—qualities many traditional leadership styles lack. The author introduces the Engaged Empathy Leadership Model (EELM), which emphasizes: **Kindness (genuine care and empathy), **Fairness (equitable treatment and transparency), **Structure (clear expectations and consistent feedback). Case studies reveal that companies adopting these principles see higher engagement and retention. Miscommunication, not bad attitudes, often causes generational conflict. Gen Z isn’t quitting—they’re choosing where to commit based on leadership quality. The takeaway: Leaders must evolve if they want Gen Z to thrive.

Next month, I’ll join Talent and HR leaders from across North Carolina to explore an emerging workplace topic right now: intergenerational dynamics and the Gen Z workforce. Over the years I've learned to steer clear of theory-heavy content, focusing instead on real-time insights and practical application from today’s workforce. In a recent engagement, we polled 50 Gen Z professionals to learn what they most want employers to understand about their generation, because bridging generations starts with listening, not assuming. Here are 5 key themes they shared: - We’re Hardworking & Motivated: We are driven, ambitious, and ready to put in the work, despite the stereotypes. - We Value Respect & Inclusion: Kindly respect us regardless of our age or level, and recognize what we bring to the table. - We’re Innovative & Resourceful: We bring fresh ideas, creativity, and problem-solving skills. - Work-Life Balance Matters: Flexibility, hybrid options, and life outside of work are priorities to us. - We Desire Mentorship & Growth: We’re hungry for guidance, learning, and clear career pathways. These insights, if acted on, can serve as a roadmap for outcomes-driven people practices, and position your organization to lead, not just react, to the future.

This Gen Z candidate walked away from a six-figure offer and even I was surprised why. The reason? The company didn’t offer flexibility or genuine mental health support. Yes, you read that right. Here’s what she told the panel: “I appreciate the salary, but I’m looking for a role that provides growth, flexibility, and truly prioritizes mental health. I want a career that’s sustainable, not just impressive.” After coaching 2 lakh+ candidates, here’s what I’ve learned about Gen Z’s priorities: ✅ They dig deep into what learning and growth actually look like within a company. ✅ They value time off and personal wellbeing as much as the paycheck. ✅ They openly discuss mental health and expect authentic support. ✅ They want flexibility not because they’re lazy but because they care about quality work and quality life. Maybe it’s not entitlement. Maybe it’s clarity. If you’re job hunting, remember: don’t trade your values for a paycheck. Ask the hard questions: ❓ Where will this company take me in 5 years? ❓ How do they actually support mental health not just in words but in actions? ❓ Is flexibility a core part of their culture, or just a marketing slogan? Don’t just settle for the offer letter — seek growth, wellbeing, and alignment with your values. Because saying “no” to what doesn’t fit... Is how you say “yes” to the future you truly deserve. Would you have made the same choice? Drop your thoughts below ⬇️ #genzworkplace #interviewcoach #careerchoices #mentalhealthmatters #jobsearch #genz

Generation Z is shaking things up in ways Corporate America isn't ready for... and I have to say, I'm here for it. Tolerating toxic cultures, putting up with strict schedules, and bending to authoritarian leadership? Those days are gone. "That’s how it’s always been" doesn't fly with these young professionals. Their expectations have shifted radically, and companies that fail to adapt will struggle to retain top talent. Some shifts I've noticed: ✅ Work-life Balance is Non-Negotiable – Burnout culture? Gen Z isn’t buying it. They'd sooner trade higher pay for having a say in their work schedules. ✅ Transparency Matters – Whether it’s pay, company values, or leadership decisions, trust comes from honesty. And let's be real: they can sniff out a hidden agenda faster than you can say "cloak and dagger." ✅ Purpose and Authenticity are *Necessary* – Employees want workplaces that align with their values and foster meaningful engagement. A volunteer project with coworkers builds real camaraderie - way more than the annual "forced fun" company picnic ever could. ✅ Career Growth isn't a Ladder – it's dynamic, adaptive, and often nonlinear. Gen Z doesn't view job-hopping as disloyalty; it's strategic. ✅ Leadership *Has* to Evolve – The old-school “command and control” style? That’s a fast way to lose great talent. Employees want #trust, #autonomy, and #collaboration - not micromanagement and rigid hierarchies. The companies that get it - the ones that *invest* in #PeopleStrategy - will thrive in this new landscape. The ones that don’t? Well, entry-to-mid-level employees have more choices than ever - and they're not afraid to make moves. So, #HRLeaders, #BusinessProfessionals - how do we help companies evolve before they fall behind? What shifts are YOU seeing in workplace expectations? ☀️