Every generation brings new perspectives and preferences to the workplace. While these shifts are often discussed in broad terms, it’s important to remember that individuals vary widely - regardless of age. That said, understanding generational trends can help employers and leaders anticipate emerging expectations and adapt workplace practices accordingly.
One of the most talked-about generational cohorts today is Gen Z - those born roughly between the mid-1990s and early 2010s. As more of this group enters the workforce, their digital fluency, communication style, and career priorities are influencing how organisations think about engagement, development, and leadership.
This blog post explores some of the common themes associated with Gen Z in the workplace, with the understanding that not every individual will fit the mould.
Gen Z is often described as the first generation to grow up entirely in the digital age. Many have had access to smartphones, social media, and online learning from an early age. As a result, they tend to be comfortable with technology, quick to adapt to new tools, and accustomed to accessing information on demand.
In the workplace, this may translate to preferences such as:
Of course, these preferences are not exclusive to Gen Z. Many employees across all generations value flexibility, growth and meaningful work. What’s notable is the way these expectations are being expressed earlier in careers and more openly in workplace conversations.
TikTok, as a platform, has become symbolic of how some younger workers prefer to communicate - visually, succinctly, and with a touch of creativity. While not every Gen Z employee uses TikTok, the platform’s influence on communication trends is worth noting.
In a workplace context, this might show up as:
This doesn’t mean organisations need to adopt social media-style communication. Rather, it’s a prompt to consider whether current communication methods are accessible, engaging, and suited to a range of learning and working styles.
While individual motivations vary, research and workplace observations suggest that many early-career professionals today are looking for:
1. Flexibility and autonomy
Flexibility and the ability to manage their own time are often appreciated. This reflects a broader shift in how work is now often being structured - not just a generational preference.
2. Opportunities to learn and grow
Short courses, mentoring, and on-the-job learning are often more appealing than long-term, formal training programs. Micro-credentials and digital learning platforms are increasingly popular across all age groups.
3. Purpose and transparency
Many younger workers are interested in how their work contributes to broader goals. They may ask questions about organisational values, sustainability, or social impact - not to challenge, but to understand and align.
4. Inclusive and respectful workplaces
Creating a culture where everyone feels welcome and heard is important to many employees, including those new to the workforce. This includes inclusive language, diverse teams, and visible efforts to support equity.
Again, these are not exclusive to Gen Z. They reflect evolving expectations across the workforce and can benefit all employees when thoughtfully implemented.
For small and medium-sized organisations, adapting to generational shifts doesn’t require a complete overhaul. It’s about being open to new ways of working and communicating, while staying true to your organisation’s values and goals.
Here are some practical considerations:
As Gen Z continues to enter the workforce, their influence will grow - but so will the diversity of experiences, expectations, and ideas across all generations. The opportunity for employers and leaders lies in creating environments that are flexible, inclusive, and responsive to change.
Rather than focusing on generational labels, the most effective approach is to stay curious, listen actively, and adapt thoughtfully. After all, the future of work isn’t about one generation - it’s about how we work together across all of them.
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Georgina is the Senior HR Content Editor – Publications at the Ai Group. With over 25 years of experience in human resources and leadership, she has demonstrated her expertise across a diverse range of industries, including financial services, tourism, travel, government, agriculture and HR advisory. She is also an accomplished writer and editor, known for creating high-quality, engaging content that educates and informs. Her writing includes a variety of formats, such as blogs, articles, policies, templates and guides.
