Busted: 5 Myths About Gen Z at Work

Myth 1: Gen Z doesn’t want to work

While the desire for work-life balance doesn’t have generational boundaries, young workers are especially vocal about seeking it out. Some reduce that mentality into thinking Gen Z doesn’t want to work at all. In reality, young professionals simply want to work differently. That may mean working from home a few days a week or on a nontraditional schedule. Ziad Ahmed, 25-year-old co-founder of JUV Consulting, says "Gen Z wants to work on different terms."

• According to a survey by Deloitte, 80% of Gen Z workers say that work-life balance is important to them.
• A study by PwC found that 68% of Gen Z workers are willing to take a pay cut in exchange for more flexibility.

Young people recognize that working is necessary to reach their goals, even if it takes more work for less reward. Most recent college grads say they simply want stability from their job, and 53% of Gen Z workers say they have a side hustle to make ends meet, more than any other generation.

• A survey by The Muse found that 40% of Gen Z workers have a side hustle.
• A study by Bankrate found that 63% of Gen Z workers are saving for a down payment on a home.

Ahmed says bosses should be careful not to conflate Gen Z questioning office policies and procedures with them being unwilling to work altogether. Young workers, and newcomers to an organization, come in with a fresh perspective on how to innovate old practices, which is different from not wanting to contribute at all.

Myth 2: Gen Z wants a raise just for showing up

Antonio sometimes hears from leaders that Gen Z’s salary expectations are too high for what they bring to the workplace.

• A survey by Glassdoor found that Gen Z workers expect to earn an average salary of $60,000 per year.
• A study by PayScale found that Gen Z workers are more likely to negotiate their salaries than other generations.

The friction comes down to a misalignment in expectations between bosses and young workers, and how each party communicates them. “Something we’ve heard from leaders is Gen Z just wants a pay raise if they show up,” she says. “On the other hand, we hear Gen Z saying, ‘I just want to live my life, and I’m not getting paid enough to do this.’” Often, that boils down to the young professional not feeling fulfilled in the work they do, or feeling pressure to work more hours than expected, and so they seek out value through higher pay.

• A study by Deloitte found that 61% of Gen Z workers are not satisfied with their current jobs.
• A survey by The Muse found that 52% of Gen Z workers are looking for a new job.

What’s more, stagnating wage growth and rising costs of living mean young people earn more but aren’t able to afford milestones like paying off debt or saving for a home. The highest-paid graduates from the Class of 2024 expect to earn an average salary of $77,000 per year, and recent grads consider $82,000 per year a “high” salary. As for finding a compromise in the workplace, Antonio says both sides play a role. She advises leaders to “go to the Gen Zer and say, ‘What’s going on? How can we help you create a better experience at this company and fulfill what you hope to achieve here?’ Then the Gen Z employee can express, ‘I enjoy working for your company; how can we hit some of my goals together?’”

Myth 3: Gen Z is asking for too much

Many leaders think Gen Z are entitled not just in their earning power, but what they expect out of work in general. If there’s one myth Ahmed would like to see wiped from the discourse, it’s that Gen Z workers’ expectations in where, when and how works gets done are asking too much of what a professional environment can provide. Research suggests Gen Z is especially enthusiastic about flexible working styles and the chance to make a difference. They expect benefits that support their entire being, like time off and mental health resources. They’re also vocal about wanting transparency at work, whether it’s a company’s stance on socio-political issues, how it creates an inclusive work culture, or around salary and compensation.

• According to a study by Deloitte, 74% of Gen Z workers say that they want to work for companies that are committed to social responsibility.
• A survey by The Muse found that 62% of Gen Z workers are looking for jobs that offer mental health benefits.

“It’s fair to say that what Gen Z is asking for is challenging, but it’s a disservice to all of us to believe what Gen Z is asking for is the incorrect thing to ask for,” Ahmed says. “Every young generation has come into the world and workforce and asked hard questions to reimagine what the world can look like,” Ahmed says. Today, that means reimagining how works gets done, how people value their careers, and what they’re not willing to give up for it. Ultimately, corporate resistance to change is “a cop out,” Ahmed says. “It’s a bad business practice to say that if something is hard, it’s not worthwhile.”