From Inclusivity to Growth: How Gen Z Is Reshaping the Future of Work

Gen Z has become the buzzword of the decade. Just 10 years ago, the phrase “millennials” was all the rage. However, as that generation grows older, Gen Z is here to take their place as the trendsetters for all things culture and work-related. Now old enough to enter the workforce, Gen Z has transformed how we work – Zoom is the norm, documents are digitised, and guerrilla social media campaigns are standard. But “Zoomers” are not just impacting the technical side of work. They’re also reshaping work culture altogether, which could shake up the future of work as we know it.

Who Are Gen Z?

Every generation has a fancy name, from millennials to boomers to Gen X. The Gen Z age range changes depending on who you’re talking to, but the consensus is that Gen Z encompasses everyone born between the late 90s and early 2010s. These are the real digital natives – the children who were raised with online shopping, content saturation, and technological convenience. Unlike millennials, most Gen Z don’t remember the days of dial-up, VCRs, or boomboxes. Instead, they grew up with the Internet. If millennials and boomers had to learn to adapt to the pervasiveness of new technologies, Gen Zs were born that way.

As with every new generation, Gen Z is considered the most aware age group of the time. They were raised with instant access to information on the Internet, and social media has connected the generation through trends and viral videos. And now, Gen Z is growing up. The oldest members of the generation are among the youngest in the workforce, but it’s estimated that by 2025, Gen Z will make up a quarter of the APAC population, based on McKinsey and Company research.

“For Generation Z, the workplace is exciting but daunting,” says Lynne Roeder, managing director of Hays Singapore, to Singapore Business Review. “This group grew up during the 2008 financial crisis and with threats from global terrorism and political uncertainty in the Middle East.”

Their global awareness has shaped how they view the workplace, which has in turn made Singapore’s Gen Z population “realistic, goal-oriented innovators who are constantly connected and ambitious,” said Roeder. “But they seek instant gratification and feedback, which a workplace does not always provide. They also know they’ll retire at an older age, so they want work to fit around their lives.”

Regardless of age, Singapore’s workforce unanimously agrees that they all “would like a stable job with

good work-life balance, so I have time for family, friends, hobbies,” according to Jobstreet’s 2023 Future of Recruitment report.

Gen Z Work Culture

The workplace is always a reflection of culture as a whole. Born after the hardships of two world wars, the boomer generation left behind a culture of hard work. The boomers were a result of their time and shaped the workplace into an environment that valued dedication, position, and prestige.

In contrast, millennials are similar to Gen Z in that they prefer flexibility, wellbeing, and work-life balance. Millennials paved the way for Gen Z's work culture, and Gen Z is perhaps the most assertive generation of our time. The same generation that led the Great Resignation is also the same generation that pioneered “quiet quitting,” which is when workers only work for what they’re paid for instead of going above and beyond as boomers once did.

For Gen Z, work is not life. This generation works to live, not lives to work. In their book, work-life balance is not a perk but a requirement. Culture, in general, is defined by the largest group of people, and in a few years, that will be Gen Z. The work trends we see Gen Z starting might seem novel now, but in the future, these could very well be the norm.

So now it’s time to ask, what exactly does Gen Z prioritise in the workplace?

What Matters to Gen Z

1. Income

First things first: money. In 2023, Gen Z understands one thing: money can buy you happiness. And not in a controversial way. Gen Z was born after the 1997 Asian Financial Crisis and came of age during the Great Recession. They understand that money buys freedom, which can lead to happiness. The pandemic cemented that belief.

After the pandemic, a study by Reeracoen Singapore found that Gen Z workers in Singapore valued income over work-life balance. And JobStreet’s 2023 Future of Recruitment report found that 27 per cent of the Singapore workforce considers financial compensation as the number one dealbreaker. This sound come as no surprise as Singapore is one of the most expensive cities in the world and 86 per cent of Singaporeans are stressed with finances and the rising cost of living, as reported by Cigna Singapore.

"In Singapore, Gen Zs are rethinking their approach to work, prioritising income over free time. This is in contrast to trends in other markets," added Mr Naito. "By conducting studies like these, we hope to help companies understand what is happening locally. Make them aware of changing trends and close the gap in expectations between job seekers and employers.”

2. Flexibility

Gen Z was raised with convenience, so it should be no surprise that they expect flexibility. This generation grew up with the mentality that if technology could make your job easier, then use it. In the same vein, if remote work yields the same productivity levels as going to the office, then they might as well work from home. According to a World Economic Forum report, 73 per cent of Gen Z employees want permanent flexible work options. The pandemic proved that most companies can stay alive and thrive even if their entire workforce works at home, creating a precedent for the Gen Z argument that working in the office should be optional, not mandatory.

There have been countless studies that have proved remote or hybrid work can improve productivity and minimise stress. A recent study from Owl Labs found that 22 per cent of hybrid/remote workers were happier than their in-offce counterparts and were less likely to resign. A study from Ergotron found that 56 per cent of employees cited mental health improvement and better work-life balance. And another study found that six in ten workers were more productive working from home than in the office.

As everyone knows, Gen Z has little patience for inefficiency. A Gen Z jobseeker is more likely to choose a job that offers hybrid work than a job that requires them to go to the office for work they can do at home.

3. Mental Health and Wellbeing

After the pandemic, there’s no excuse for companies that still don’t value mental health. Mental health support is crucial for Gen Z. For some, it can make or break their first impression of a company. This focus on mental health might seem unnecessary, but for a generation plagued with an increase in mental health issues, it couldn’t be further from the truth.

Deloitte’s 2022 discovered that 46 per cent of Gen Z feels anxious or stressed all the time or most of the time. Half even reportedly felt burnout due to heavy workloads.

“Stress and anxiety levels are unlikely to ease as global threats and ongoing disruption from the pandemic continue to affect Gen Zs’ and millennials’ daily lives and their long-term view of the world,” said Michele Parmelee, Deloitte Global Deputy CEO and Chief People and Purpose Officer, in the report.

To retain Gen Z talent, business leaders must implement stronger mental health support, set strict boundaries at work to protect their work-life balance, and create safe spaces at work that won’t judge employees for their mental health needs.

4. Inclusivity and Impact

Gen Z is made of tough stuff. This generation demands that diversity be the norm, not the novelty. Diversity, equity, and inclusivity are Gen Z standards. Companies that follow these values aren’t considered worthy of a gold star. For Gen Z, it is the bare minimum. This generation expects to work for companies that value their principles and are also toiling toward doing good in the world.

According to Deloitte, “Gen Zs and millennials want to work for organisations that empower them to get directly involved to drive change – both within their organisations and in society more broadly. To make this happen, leaders should listen to and incorporate insights from people at all levels of the organisation.”

5. Transparency

Singapore’s The Business Times phrased it best: “Gen Zers have even less patience than previous generations for inefficiency and hierarchy. Teams are flatter, and managers are supposed to support and empower versus delegate and control.” In short, Gen Z expects leaders, not managers. The top-down approach no longer works with this generation, which suggests that companies should pivot toward bottom-up structures that value the opinions and insights of all employees. This system creates transparency and avoids a culture of sugarcoated conversations.

If you’re looking to hire top Gen Z talent, then it’s time to start speaking their language. As early as the job post, Gen Z can tell if a company is being transparent and authentic. Job responsibilities should be clear and concise, never vague, and salaries should be revealed early on in the application process. In fact, the JobStreet’s Future of Recruitment found that financial compensation is usually the first things job applicants look for in ads and posts.

Contrary to popular belief, Gen Zs are not snowflakes, according to a report by Oliver Wyman. “Gen Zers are also the most resilient – having lived through a global pandemic, an opioid crisis, the war on terrorism, and lockdown drills,” says the report.

As such, Gen Z appreciates no filters. They want honesty, and they want to stay in the loop.

Head to JobStreet’s Employer Insights page to learn more about career trends. For more tips from JobStreet, download our app on Google Play and the App Store for easier access.