The Future of Work: Generational Trends to Watch

OK Boomer, Gen Z Doesn't Want Your 2000s Change Management Playbook! A leader was puzzled over why their meticulously planned technology rollout was meeting unexpected resistance from newer employees. The communication plan was comprehensive, training well-documented, and leadership aligned. The problem? Their entire change approach was designed for a workforce that no longer exists. 💼 Generation Z Has Entered the Workforce Born between 1997-2012, Gen Z now constitutes over 20% of the workforce. They're not just younger millennials – they're the first true digital natives with fundamentally different expectations for organizational change. The generational shift demands we rethink core OCM practices: ⚡ Communication: From Documents to Micro-Content Traditional Approach: Multi-page email announcements, detailed PDF attachments, formal town halls  Gen Z Expectation: 60-second explainer videos, visual infographics, authentic peer messaging When one bank shifted from traditional change communications to micro-content delivered through multiple channels, engagement rates increased by 64% among Gen Z employees. 🤝 Engagement: From Involvement to Co-Creation Traditional Approach: Change champions appointed to represent teams Gen Z Expectation: Direct participation in design, transparent feedback loops, social proof Gen Z employees are 3x more likely to disengage from changes without visible impact within 30 days. They expect their input to be implemented rapidly and visibly. 🌱 Motivators: From Compliance to Purpose Traditional Approach: Focus on organizational benefits and necessity Gen Z Expectation: Focus on personal impact, societal value, and authentic rationale A financial tech transformation that reframed messaging around customer benefit and social impact saw higher adoption rates among Gen Z than when using traditional business case messages. 🦋 Timeline: From Projects to Continuous Evolution Traditional Approach: Defined projects with clear start/end dates Gen Z Expectation: Agile, iterative changes with regular improvements Gen Z has grown up with software that updates weekly or daily. The concept of a "frozen" system post-implementation makes little sense to them. 📖 Your OCM 2.0 Playbook To evolve your change approach for the next generation: - Replace monolithic communications with multi-format micro-content - Build social proof through peer advocacy, not just leadership messaging - Connect changes to meaningful impact, not just business metrics - Implement feedback visibly and rapidly - Embrace continuous improvement over "project completion" Gen Z isn't resistant to change—they're resistant to change management that feels outdated, inauthentic, or disconnected from their digital reality. Has your organization updated its change approach for Gen Z employees? What generational differences have you observed in change receptivity? #ChangeManagement #GenZ #DigitalTransformation #FutureOfWork #OrganizationalChange

Deputy's 2025 Big Shift report explores how the next generation of workers is transforming the world of hourly work. Based on millions of real-world shift data points, the research uncovers key trends shaping the future of work — from flexible scheduling to the rise of AI. Here are the top insights: Rise of Micro-Shifts: Short, flexible shifts (six hours or less) are gaining popularity, especially in hospitality and service industries, accommodating workers like students and caregivers seeking balance. Gen Z's Influence: As the largest segment of the hourly workforce, Gen Z is driving demand for flexible scheduling and work-life integration, prompting businesses to adapt to attract and retain talent. AI Integration: Artificial intelligence is enhancing shift work by optimizing scheduling and improving work-life balance, rather than replacing jobs. Poly-Employment Trend: Approximately 20% of shift workers hold multiple jobs, with young women, particularly in hospitality and healthcare, leading this trend to manage cost-of-living pressures. Gender Disparities: Women dominate shift work but often occupy lower-paying service roles. However, there's a growing presence of women in traditionally male-dominated fields like logistics. Generational Shift: Generation Alpha began entering the workforce in 2024 and is projected to surpass Gen Z by 2038, indicating ongoing evolution in workforce demographics. These findings are based on an analysis of over 278 million hours worked across 41 million shifts by more than 429,000 shift workers, conducted in collaboration with labor economist Dr. Shashi Karunanethy.

I've spent most of the past decade working with Gen Z as a tech innovator and educator, but guess what? Gen Z is already making waves in the workforce—and now, it's time to welcome Generation Beta. Born between 2025 and 2039, this new generation will redefine everything we think we know about the "future of work". When the team at Prudential Financial asked me to weigh in on what Generation Beta means for the workplace, I had plenty to say. I’m excited to kick off my 2025 LinkedIn journey by sharing this recent interview with Inc. Magazine where I explore how this “possibility generation” will reshape career paths and challenge our traditional frameworks. Some quick highlights from the interview... ➡️ Flexibility will be key: Generation Beta will prioritize work-life balance—even as we see a reversal of many Covid-era WFH policies. They’ll advocate for shorter workweeks and adaptable schedules that center their well-being. ➡️ Careers won’t be linear: This generation will move through multiple distinct careers (repeating a trend which began with millennials), bringing a breadth of experience and innovation to the workforce. I think you can easily do 2-3 career paths before retirement. I'm personally on my THIRD! ➡️ Innovation will be their hallmark: Growing up in a world of AI and automation, they’ll lead advancements in cybersecurity, climate solutions, and integrating humans with technology. We are really just at the precipice of how AI will change and impact our current realities. Trust me on this. I call Generation Beta the “possibility generation” because they’ll push the boundaries of what’s possible in every way. Their emergence challenges us to rethink EVERYTHING: education, workplace structures, and leadership. The next few decades will bring challenges, yes—but also immense opportunities. Buckle up! 🚀 Link to the full article here and in the comments: https://lnkd.in/gcA78fCF #GenerationBeta #FutureOfWork #Innovation #Leadership #PossibilityGeneration #AI #TechForGood

Remember when our parents said "back in my day..." and we rolled our eyes? Well, it's 2025 and now we have FIVE generations saying it in different Slack channels. Sitting in a client's office, I watched a Gen Z designer passionately pitch a mental health initiative while the Silent Generation board advisor nodded thoughtfully before asking, "But what's the ROI?" A perfect microcosm of our new reality. Last week at AI ALPI, we delved into this fascinating workplace theater playing out across companies worldwide: → The Great Generational Convergence of 2025 isn't just demographic trivia—it's fundamentally reshaping leadership paradigms → Our research revealed a striking paradox: 78% of leaders unconsciously hire, promote, and value those who mirror their own generational approaches to work ↳ Yet the highest-performing teams in our dataset were those with maximum generational diversity and leaders trained in "Gentelligence" I observed something fascinating at a Fortune 100 tech company recently—they've created "Generational Translators" who help bridge communication differences. Their VP of People showed me how a simple request like "Please provide updates on the project" generates five distinctly different responses across generations! → Boomers deliver formal documentation → Gen X sends a bulleted list of key points → Millennials create a collaborative deck → Gen Z shares a video walkthrough → And yes, their lone Silent Generation consultant still hand-delivers a printed memo In Q1 2025, companies practicing intentional generational integration saw 3.2x higher rates of successful knowledge transfer and 41% fewer "regrettable departures" than those allowing generational siloing. As one CHRO told me, "We spent decades trying to minimize differences. Now we're learning that our competitive advantage lives precisely in those differences." Saturday thought experiment: How might your Monday morning meeting change if you deliberately sought out the generational perspective most different from your own? 🔥 Want more breakdowns like this? Follow along for insights on: → Getting started with AI in HR teams → Scaling AI adoption across HR functions → Building AI competency in HR departments → Taking HR AI platforms to enterprise market → Developing HR AI products that solve real problems #FutureOfWork #GenerationalDiversity #HRTech #LeadershipInnovation #Gentelligence #WorkplaceEvolution #AI4HR #2025Trends

Adaptability isn’t just a skill – it’s the key to creating a more humane future of work. LinkedIn’s 2025 Skills on the Rise list confirms what we’re already seeing: Gen Z is rewriting the rules. They now make up 30% of the global workforce, and 83% are eager to learn new skills to stay ahead. Why does this matter? Because traditional career paths are fading fast. With rising education costs, record-low unemployment, and AI reshaping desk jobs, hourly, skill-based work is booming – and Gen Z is leading the charge. Workers are prioritizing emerging areas of work, and companies are increasingly hiring for these roles as the demand for flexibility and adaptability grows. Just some of the ways Gen Z is shaping the future of work: ✅ Skills = Security: Gen Z isn’t just looking for a job – they’re after careers that fit their lives. For the “toolbelt generation,” skilled-based work offers greater control, security, and dignity – creating careers that support their lifestyle, not the other way around. ✅ AI as an Ally, Not a Threat: Deputy’s The Big Shift 2025 found 63% of hourly workers believe AI will enhance, not replace, their roles. For skill-based industries, the magic of AI lies in its ability to boost productivity while maintaining the human touch. ✅ Poly-employment as Financial Resilience: 1 in 5 shift workers on Deputy juggle multiple jobs for stability. Companies that embrace adaptability – offering solutions like micro-shifts – won’t just attract top talent; they’ll retain it. The future of work is all about meeting employees where they are, and those who get it right will lead the way. Would you add anything to this list? https://lnkd.in/d4bhWd4f #FutureOfWork #GenZ #Adaptability #SkillsOnTheRise #TechnologyForGood