Generation Z

Before a recent presentation, my client, who had shared with me he was a youngish Baby Boomer,  asked me, “Generation Z (people born between 1997-2012), they are just like Millennials (people born between 1981-1996) only younger, right?” 

He asked a good question. I think that as many of us get older, we sometimes risk lumping people who are younger than us into one homogeneous group. In reality, Generation Z is a uniquely different generation from their predecessors Millennials. 

Interestingly enough, my associate Brittney Garcia is a Millennial herself and is constantly connecting with GenZ through advocacy and mentorship! She personally sees the unique differences between Millennials and GenZers and chimes in with her experiences.

Generation Z (Younger generations) Only Want to Work Remotely

Meagan: 

The comment I hear frequently from my clients is “Generation Z only wants to work from home.” According to a Gallup survey, however, only 23% of Generation Z prefer to work exclusively from home. This makes Generation Z the generation that prefers working exclusively from home the least compared to other generations! 

This does not translate into locking Gen Z in the office and chaining them to their desk! Generation Z prioritizes the option to work remotely. More than 70% of Gen Z sites having a hybrid work schedule is extremely important. Human interaction, professional connections, and combating loneliness are some of the top reasons Gen Z prefer a hybrid working environment. 

As a Gen Xer, the majority of my professional connections are well established. I know who I can depend on when I need advice or guidance. Many Gen Zers began their careers during the pandemic and spent the first few years in a new job without meeting their team face-to-face. A Gen Z pharmacist I interviewed told me that after she was hired, it was three years before she visited the company’s campus or shook her bosses’ hands. It makes sense that Gen Z desires a working environment where they can work when and how they choose and continue to grow their professional networks.

Having a Mentor – Part of Generation Z’s Development Plan

One tool organizations can utilize to help Gen Z grow their professional network is through mentorship. According to the Adobe Future Workforce Study, more than 80% of Generation Z want a mentor as part of their development plan. Unfortunately, only ½ of the people surveyed reported having a mentor.

Brittney:

“You shared two big ideas here, Meagan!”

1) GenZ only wants to work remotely, and…

2) One tool organizations can utilize is mentorship

Touching on number 1 – I think every generation wants connection and consideration. Connection with others while considering preferred ways of connecting. When we think about how remote work changed our lives during the pandemic, we were all grateful for technology! Grateful that we had ways to work around the inevitable and still find a way to communicate and connect. We adapted and learned that working remotely was a positive possibility. And for all generations! When we think about parents in the workforce, working remotely was a big benefit and still continues to be. With that being said, technology is a major way we connect (if not the primary way we connect today), and offering hybrid/remote work reflects care and consideration. 

Mentorship as a Preference

That leads me to number 2 – Mentorship!

Like hybrid opportunities, mentorship opportunities are so powerful, and for every generation! Again, this is another chance to consider preferences. How would your employee(s) most enjoy mentorship? In what format would they gain the most value? A lot of us are familiar with traditional mentorship and are very grateful for those mentors who made an impact on us! Onboarding mentorship, group mentorship, virtual mentorship, or even reverse mentorship. “Reverse mentoring pairs junior employees with senior leaders to share expertise on technology, diversity perspectives, and emerging trends, helping organizations bridge generational gaps while empowering younger talent. Reverse mentoring also holds tremendous potential for companies to address the novel challenges posed by hybrid working, diversity and inclusion, and dismantling generational stereotypes,” – CEO of Together, Matthew Reeves shares.

Generation Z is Addicted to Technology

Meagan: 

Often called Digital Natives or Digital Wizards, Generation Z is the first Digital Generation. We often associate the infiltration of technology into our daily lives with Millennials. It is true, Millennials did help their parents set up their computers, much like Gen Xers set up the family’s VCR, and they did introduce and guide us through the social media landscape. The difference is that most Millennials remember using dial-up to access the web and reading a traditional textbook in school.

Generation Z did not experience dial-up and grew up with smartphones. Research reflects that currently, 95% of Generation Z own a smartphone. Gen Z is the first generation to learn how to communicate by looking down at a screen. 

Technology evolution continues to be an important factor in their professional lives. More than 90% of Gen Z believe technology will affect their job choices.

Just like Gen Z feels applying for a job should be as easy as buying something on Amazon, they feel the technology they use in the workplace should be as seamless as communicating with their friends. 

Brittney’s comment:

“Are we talking technology addiction here?” Hehe.

I think it’s important we zoom out! A 2022 survey cited by the Nestled Recovery Center found that about 48% of internet users in the United States think they are addicted or somewhat addicted to their digital devices. Ahhhhhhh! It’s easier than ever to stay connected today. It’s also easy for us to assume that GenZ is the “most addicted” to the internet today, and while that may feel very true, the internet has impacted every generation. From my perspective, this reality makes it easier to find commonality between generations without playing the blame game. 

Sense of Purpose at Work

Meagan: 

One of the biggest generational shifts I have witnessed following COVID is Generation Z naming ‘Sense of Purpose’ as an important part of job satisfaction. While pay plays a part in why every generation shows up to work, greater than 70% of Generation Z report that the purpose of work is a bigger motivator than the paycheck. Generation Z is also paying close attention to the values of their employers and looking for career paths that align with their core beliefs. According to a survey by Deloitte, 41% of Generation Z dismissed a possible job opportunity because of their own ethics and standards. 

This attitude would have been completely foreign to me at that age. During the first fifteen years of my career, the biggest motivator was the size of my paycheck. The work I was doing or the ethos of my employer did not play a part in my job satisfaction or decision-making. I remember early in my career interviewing with a company whose product I not only didn’t use but hated; the annual salary was double what I was currently making. (Consequently, and fortunately, I did not get the job.)

How Purpose Leads to Improvement in Performance

Generation Z demanding a sense of purpose in the workplace is not only refreshing but also a benefit to everyone. When job satisfaction is high, it leads to an improvement in performance and decreased turnover, which in turn leads to happier team members.

One step employers can take to enhance the sense of Purpose is offer VTO (Volunteer Time Off). Outdoor Retailer REI offers employees two paid days off a year called Way Days. Employees can use Way Days to volunteer in their community, participate in projects they feel passionate about, and play a part in making a difference. 

Brittney’s comment:

It’s fascinating to see purpose as a genuine necessity from Gen-Z! An article published in Forbes, Engaging Gen-Z, Our Most Purpose Driven Generation, confirms: “Perhaps more than any other generation, Gen-Z is fueled by purpose. Having experienced a global pandemic, economic recessions, and major cultural shifts during formative periods in their lives, they see the world differently.” 

What an important reminder for us all! The transformative cultural shift we experienced left a lasting impact on us in a multitude of ways. As we continue navigating an ever-changing workforce, I wonder how shifting our lens from “tech addicted GenZers” to “purpose-seeking GenZers” would influence how we interact with one another. 

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¹ Pendell Ryan and Agrawal Sangeeta, Fully Remote Work Least Popular With Gen Z, https://www.gallup.com/workplace/692675/fully-remote-work-least-popular-gen-z.aspx, 7/22/25

² Sophie Calsdwell, Gen Z employees aren’t in favor of fully remote work, Gallup report says: ‘There’s a craving for that in-person connection’, https://www.cnbc.com/2025/08/05/gen-z-employees-arent-in-favor-of-fully-remote-work-gallup-report-says.html, 8/5/25

³ Cook Sam, Mentoring Gen Z Workers Will Close the Growing Skills Gap Crisis, https://www.mentorcliq.com/blog/mentoring-gen-z-trends#:~:text=According%20to%20Adobe%2C%2083%25%20of,leaders%20ascribe%20to%20the%20generation, 10/8/25

⁴ It Industry News & Tech, The Impact of Gen Z on Technology Trends for the Future, https://cwnow.com/blog/impact-of-gen-z-on-technology-trends-for-the-future/, 12/13/24

⁵ Workforce Solutions, Digital Natives To Workplace Innovators: How Gen Z Is Reshaping Business Culture, https://www.cogentinfo.com/resources/digital-natives-to-workplace-innovators-how-gen-z-is-reshaping-business-culture#:~:text=Having%20grown%20up%20in%20a%20digital%20world%2C%20Gen%20Z%20is,on%20digital%20tools%20and%20innovation

⁶ Donahue Jenn, Piloting the Transition From Boomers to Zs, https://www.cmaanet.org/sites/default/files/resource/Piloting%20the%20Transition%20From%20Boomers%20to%20Zs.pdf

⁷ Deloitte, 2025 Gen Z and Millennial Survey, https://www.deloitte.com/global/en/issues/work/genz-millennial-survey.html

⁸ Rifkin Sophie, #OptOutside: REI Co-op’s Employee Wellbeing Program Align with Positive Financial Outcomes, https://www.stern.nyu.edu/sites/default/files/assets/documents/NYU%20Stern%20CSB%20REI%20Case%20Study%20Narrative.pdf, 11/2020

Who is Gen Z, Specifically?

Technically, we encourage you to care about every generation, but today we’re talking about Gen Z! Born after Millennials (1981-1996) and before Gen-Alpha (2010-2025), Gen Z was born roughly between 1997-2010. Gen Z is the first generation of “digital natives” and has never known a world without cell phones or the internet. They’ve watched technology rapidly evolve and faced unprecedented challenges, from a global pandemic to a cost-of-living crisis, which will later be understood as unique generational signposts.  

“With the Covid pandemic, opportunities disappeared for the kind of part-time employment and internships that undergraduates were once able to have to build their résumés. We finish college now with a diploma in hand. Still, lacking the real-world experience and credentials for which employers look,” Nathan Biller, a graduate of Colgate University, wrote in an op-ed for the Wall Street Journal.

Fast forward to 2024 and many organizations are still trying to navigate this landscape of remote work. And guess who else is feeling it? Yup – Gen Z. They’re joining the workforce during this weird in-between transition, and we could offer some support and mentorship!

Working Remotely: Gen Z’s Dream or Nightmare?

Here are a few benefits from WFH: 

• More professional opportunities for people with accessibility needs (when commuting is difficult or impossible)
• Less commuting expenses and less commuting time (more time for other priorities)
• Ability to reduce stress by taking breaks for self-care, or spending time with loved ones 
• Ability to help with caregiving, if an older or younger family is at home

But, on the other hand, here are some challenges:

• More difficulty finding support networks and career networks (lack of face-to-face relationship building) 
• Screen and Zoom/Teams fatigue 
• Greater burnout risk (from unclear scheduling, unrealistic expectations, or a lack of boundaries)
• Risk of isolation and lack of connection 

Setting Gen Z Up for Success: Let’s Zap The Gap!

• Build a Strong Culture, Even Remotely: Create opportunities for virtual team-building, social events, and casual interactions. Make sure everyone feels connected and supported, even virtually.
• Clear Communication is Key: Set clear expectations, use silence as a conversational tool, and encourage open communication.
• Prioritize Mentorship & Development: Offer virtual mentorship programs, online training, and opportunities for growth. Invest in Gen Z’s future, and they’ll invest in yours.
• Encourage Work-Life Balance: Promote healthy boundaries, flexible schedules, and self-care. Happy employees are productive employees!

Reflecting on these points, we encourage you to make an effort to update your current virtual landscape as we see that it isn’t going anywhere anytime soon. “Remote work is the new reality, and Gen Z is leading the charge. According to the World Economic Forum, Gen-Z will account for more than a quarter of the workforce by 2025, and they will be a force to reckon with.” By understanding our evolving needs and adapting our workplaces, we can create an inclusive future, no matter where they’re working from.  

“If we combine the workforce’s post-pandemic desire for autonomy and freedom with great managing that matches the needs of the new workforce—and customers—we could create the most engaging and inspiring workplace cultures imaginable,” he says. “The changes brought about by the pandemic have created remarkable opportunities for organizations to manage, motivate, and get more productivity and customer focus out of their workforces than ever before. While there are significant challenges, many organizations have already shown this is possible.” – Dr. Jim Harter Will you be a catalyst for change, support Gen Z as they navigate this new landscape, and Zap the Generational Gap with me?