The cliché “kids these days” can be traced all the way back to Roman civilization, where older generations viewed youth as becoming morally and physically weak due to excessive indulgence or recklessness. This age-old sentiment continues to resonate in today’s workplaces as Generation Z, the cohort born roughly between the mid-1990s and early 2010s, begins to enter the workforce.
Older generations inevitably tend to view their successors as naïve, foolish, or overly sensitive. With this hyper-empathetic, tech-savvy generation, that cognitive bias appears stronger than ever. Gen Z faces unique challenges as they navigate a workforce they often perceive as outdated and resistant to change.
The value systems that shape Gen Z’s work ethic differ drastically from those of previous generations. While climbing the corporate ladder once defined success for many older workers, this “hustle culture” is generally looked down upon by most Gen Zers. Their perspectives have been shaped largely by social media and recent global events, including the COVID-19 pandemic, which have influenced their expectations for the workplace to be more flexible, value-driven, and sustainable.
Moreover, Gen Z does not share the traditional value of “loyalty” to companies as older generations did. Instead, their focus is more goal-oriented and centered on personal fulfillment. This has contributed to a trend of frequent job changes and self-initiated resignations when workplace environments fail to meet their high standards for mental health support, inclusivity, and sustainability.
Mental health advocacy is a core value for Gen Z, but this emphasis is often perceived by the corporate world as a sign of over-sensitivity or moral weakness. Their concept of commitment diverges significantly from that of previous generations. While older cohorts equated commitment with long hours and relentless hustle, Gen Z prioritizes efficiency and working on projects they are genuinely passionate about. This value-driven mindset has spurred a notable rise in careers within the entertainment and creative industries compared to traditional corporate roles.
Born into a world of rapidly evolving technology, Gen Z is not just tech-savvy but tech-native. They have witnessed the transformation from landlines connecting distant relatives to smartphones enabling remote work and instant communication. However, this fluency with technology has also become a double-edged sword. The rapid advancement of artificial intelligence and the pervasive influence of social media create new challenges for this generation. The resulting “paralysis” caused by constant digital overload and “brain rot” from excessive online engagement has led some to unfairly label Gen Z as lazy or incompetent.
Social media culture has also fostered casualness and informality that clashes with traditional workplace norms. Gen Zers find it uncomfortable to conform to rigid structures of formality and hierarchical power, especially when they can openly critique political leaders on platforms like Twitter but are expected to show deference to their managers in person.
These cultural shifts have led to tensions in the workplace, including harassment, termination, and frustration from employers who struggle to reconcile Gen Z’s high demands for flexibility, diversity, inclusion, and transparency with existing corporate frameworks.
Hiring Gen Z today has come with its own set of challenges, but understanding their values and expectations is important for employers and the older workforces to create a work environment that attracts and retains this dynamic generation. Companies must actively adapt to these changes and provide a supportive, inclusive, socially conscious and technologically advanced workplace that will be better positioned to benefit from the unique talents Gen Z brings to the workforce.
~ By Rtr. Isuru Indunil
Rotaract Club of Faculty of Law University of Colombo 