‘You’re wrong’: Gen Z’s new work demand

If you’ve found yourself shaking your fist wildly while saying “those damn Gen Zers don’t know what hard work is”, then it’s time to have a long think about the world of work – because you’re wrong.

I’m from Gen X, the ‘latchkey’ generation, and I get why work has always been a slog.

We were raised on the idea that you do what you have to do to get ahead. That often meant a career for life, long hours, little appreciation – and even less work/life balance.

But the truth is, we’ve worked too hard for too long. And we should be celebrating that the younger generations are saying, “This isn’t good enough.”

By the way, the fact the younger generations are – finally – calling it out shouldn’t come as a surprise.

In fact, it’s partly my generation’s fault.

As parents, Generation Xers have taught their kids to respect themselves and the environment, treat people with dignity, and to not accept disrespectful behaviour. We’ve reinforced the idea that “you can be whatever you want to be”.

Is it any wonder they’re bringing that into the workplace?

What Millennials and Gen Z are asking for is not unreasonable: They want work that is meaningful and flexible. They want to belong and don’t want to be valued by their output alone. And you know what? I want those things and suspect you probably do too.

With two million Aussies set to quit their jobs, and research showing 40 per cent of the Gen Z demographic would rather be unemployed than unhappy, it’s time we started listening. They might just have the answers to some of the problems we’ve been quietly putting up with for decades.

So, what needs to change? Quite a bit, actually.

Rip down old-fashioned systems and build new ones

While it’s become popular to talk about how much work has changed, the truth is, most workplaces are still using systems that were designed for a different time. We’re still sitting at desks, in buildings, in front of screens. Technology and automation have changed, but the way we interact with other humans – the way we’re managed, the hours we work – hasn’t changed much. We must rebuild.

In the Netherlands, a healthcare company called Buurtzorg has done away with managers altogether, and it’s working well. It’s nurse-led and they operate with self-management teams. The results? A 2009 Ernst & Young study found that Buurtzorg requires, on average, close to 40 per cent fewer hours of care per patient than other nursing organisations. Patients stay in care only half as long and the nurses are happier.

Say sayonara to the traditional nine-to-five model

People want – and need – genuine flexibility. That means having more control over their time and not having their worth defined by the number of hours they clock up.

In my company, we employ around 20 people with many working remotely and the hours that suit them and our clients. And you know what? They’re some of our most productive and happiest employees.

Of course, there will always be on-site roles, but we need to start trusting people to get the job done in a way that works for them.

Forget perks or the usual HR initiatives – they won’t cut it

In case you were thinking of introducing pizza on Fridays as a way to ‘fix’ your culture, don’t bother. Perks won’t make up for a lack of psychological safety, meaning and connection at work.

Instead, ask yourself, how can you create a culture that people truly want to be a part of? If Apple can do it with their customers, surely we can do it with our employees.

Listen and consider people’s day-to-day experience of work

What happens when someone arrives at the office? Are they excited to be there, or are they immediately hit with a barrage of questions about upcoming deadlines? Can they bring their whole selves to work? What’s their “experience of work”? I’ve been working in people and culture for two decades and it’s dumbfounding how little we listen to our people. Let’s change that.

Two years with a company is the new 10 or 20 years

The days of spending your entire career with one company are long gone. Instead, we should celebrate when someone stays put for two years – that’s the new normal. People can mobilise and globalise like never before; get used to it.

Change isn’t as hard as you think

Before Covid hit, we were working with a large organisation which had been talking about implementing Microsoft teams software for years. But they kept putting it off because they thought it would be too hard. Then a global pandemic hit and they had to do it overnight.

And you know what? It wasn’t hard at all. Change can seem daunting, but once we take that first step, we’ll realise it’s not as hard as we thought.

We have an opportunity to build something better, something that works for everyone. This is the Great Reality Check, not the Great Resignation. Let’s not waste it.

Michelle T Holland is an author, the executive director of SynergyIQ and a culture, change and leadership expert | @MichelleTHolland