How can Millennials And Gen Z Communicate Work-Life Expectations

Jobstreet content team – updated on 10 March, 2022

By 2025, 75 per cent of the world's population will comprise millennials, people born between 1981-1994. "Gen Z," meanwhile, born between 1995 and 2010, is estimated to make up 27 per cent of the global workforce by then.

The majority of Gen Z are already entering their adult and working years during the pandemic. As such, companies' employees are now coming from three different generations, each with different attitudes, behaviours, and values. Millennials and Gen Z were born amid social and economic conditions that were distinct from Baby Boomers and Gen X. What used to matter to older generations may not be as relevant to millennials and Gen Z, who aspire for a different kind of life.

Considering the very varied needs of this generation's workforce, employers must satisfy millennials and Gen Z's work-life expectations to help drive engagement and involvement. It is especially crucial since these two generations will dominate the labour force in a few years.

Need For Dialogue

Gone are the days when employees would simply work their way up within the same company until retirement. Today, millennials and Gen Z's work-life expectations vary remarkably from those of their senior colleagues.

Millennials and Gen Z, at times, have been accused of being entitled, over idealistic job-hoppers who lack grit and are disloyal. Values such as purpose and independence may not be getting across to their employers in the same way. Some are firm about their work-life boundaries, while others may demand additional benefits before considering a job offer.

The reality is that not all companies may be receptive to employees being upfront about their conditions. Employers used to older generations' values may misread millennials and Gen Z's actions when these do not meet their expectations. This disparity makes it challenging for companies to discern the difference and to make changes to suit these generations' needs. While employers can create a positive career environment, millennial and Gen Z employees must effectively communicate their work-life expectations if only to avoid misunderstandings.

The Truth About Millennials and Gen Z Employees

Although millennials and Gen Z were born at different times, their aspirations are not exactly different from older generations. Here are a few myths and truths about them.

Myth #1: They don't share common career goals with older generations.

The reality:

Just as Baby Boomers and Gen X desire financial security and progression, so do millennials and Gen Z. They also seek opportunities that allow them to work with different people. They yearn for meaningful human interactions and social connections at work. If a company can offer them stable employment and career progression, they will become loyal employees.

Myth #2: They're lazy.

The reality:

Is being busy really about being productive? Millennials use programmes to run things more efficiently and accurately, providing them with the option to divert their attention to other work matters. An outsider could easily misinterpret this behaviour and reliance on technology as slacking off. Working shorter but harder hours does not mean you're doing less than required.

Myth #3: They're entitled.

There's a perception that they grew up being easily rewarded and with minimal effort. Some are overambitious and think they can handle big responsibilities early on in their careers. When these are not given to them, they tend to quit.

The reality:

Because they have higher expectations of their salary and benefits, millennials and Gen Z employees are often seen as entitled. In this age, it is up to companies to ensure they're hiring the right people and providing attractive opportunities.

Why Meeting Work-Life Expectations Matters

You might be familiar with the concept of work-life balance. For years, it was used to refer to the idea of employees having sufficient time outside work. This time could mean time spent with family or time for their hobbies. This healthy balance is thought to optimize employees' job performance and satisfaction as they have control over their personal lives. It's become a priority to avoid the chance of suffering "burnout," which older generations endured.

Through time, the concept of work-life balance has shifted to that of work-life expectations. Rather than a perfect equilibrium, millennials and Gen Z consider work-life expectations as more of an integration of the two. Today, jobs must be able to adjust to or support the employee's lifestyle, or life outside of work.

Millennials and Gen Z expect greater flexibility at work, which companies are addressing through flexible work arrangements. This may mean flexible hours, working remotely, or being evaluated based on output instead of the actual time spent working. This may also refer to sabbaticals, access to childcare, unlimited annual leaves, home help, and elderly assistance.

How To Communicate What You Want

With millennials and Gen Z revolutionizing the career landscape, they must convey their work-life expectations to their employers. As companies grapple with multi-generational workers, employees managing their expectations upwards may be key to making things work. Whether you're job hunting or currently employed, being upfront about what you desire saves the employer any guesswork or potential frustration.

Be humble.

As with any relationship, misunderstandings can stem from failing to meet expectations or setting these too high or too low. Before you enumerate your work-life expectations, display your openness by listening to your boss's expectations of you. This will also give you a better understanding of what is required of you and how important your role is. You may be an asset to the company, but also weigh the value it contributes to your bigger career goals. Accept that there is always more to learn and room for improvement.

Be proactive.

With telecommuting becoming the norm amid the pandemic, employers place higher trust in their workers to get things done. Whereas bosses could previously approach an employee to check on a task, these days, these follow-ups must be done online. Given flexible working arrangements, you can take a more proactive stance by providing regular updates on deliverables to your manager.

Be realistic.

You may be firm about your work-life expectations, but consider that these must also be realistic enough for your employer. Don't ask for anything you already know that the company will be unable to provide. If possible, strive to find a middle ground where you and your employer can arrive at a mutually satisfying agreement. At the end of the day, acknowledge that they can provide you with valuable experience and can help further your career.

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