Make Way for Generation Z.

As an elder-millennial who’s heard enough avocado toast quips to last a lifetime, I so appreciated the moments in my conversation with Mel Wertzberger when she’d carefully interject that - like any generation - Gen Z operates with tremendous nuance.

Without that reminder, it might seem that Gen Z is a cohort of contradictions. But in fact, these very contradictions reinforce consistently held values, and the desire to live them.

Mel refers to Gen Z as the Do Better generation, folks who want to live ethically, and to see the world operate ethically. They’ve lived their whole lives facing dwindling natural resources, and observing shifts in popular understanding of social justice. For Gen Z, taking action that aligns with values really matters. 

You could also call them the flexibility generation. More than its predecessors, Gen Z is likely to walk away - quickly - from a job that doesn’t afford the flexibility to pursue passions, support side-hustles, and prioritize mental health and wellness. They role-hop, operate side-hustles, and demand flexible and hybrid work models at rates dramatically outpacing other generations.

While most of what Mel shared was inline with my understanding of Gen Z's desires and drivers, I admit I was thrown when she revealed that many Gen Z’ers expect a $100k+ salary straight out of college. “Sweet youths,” I thought, “you’re so values-driven, so vocal about the harms of systems that elevate profit over people. Your whole thing is ethics and flexibility, not paycheck and prestige. Surely you know that money isn’t everything!”

Enter: social media, where ideas and influence spread at lightning speed, with potential to enter popular discourse at a moment’s notice. This has likely fed their desire to shape a more ethical world. But it’s also given them an at times unrealistic view of what individuals can expect to be paid, when comparing their own salary potential to those of influencers who are quick to share big paychecks.

For many reasons (Covid, fluctuating job markets, etc.) this generation has also had less early work experience than its predecessors. Only about 18% of Gen Z’ers have held jobs in their teen years; less than Millennials at 27%, and far less than Gen X’ers at 41%. This lack of real-world experience likely also plays a part in unrealistic pay expectations.

(Sidenote: if this is making you sweat, hop to the 44-minute mark of my chat with Mel, where she outlines concrete strategies to align Gen Z talent to comprehensive, more realistic compensation expectations.)

Lastly - and most soberingly - Gen Z faces a mental health crisis. Remember the office hubbub Millennials caused with increasingly vocal stances on mental health support? Well, only 45% of Gen Z’ers - a full 12% less than Millennials - report having “excellent” or even “good” mental health. A lifetime of internet-enabled connectivity has helped them recognize that vibrant mental health requires access to resources, and they expect their employers to help. In one study Mel conducted, 87% of Gen Z’ers reported that they want to see their company tangibly support their mental health.

I, for one, am fully behind this cause. Everyone, no matter the generation, will benefit from employers better understanding, considering, and supporting the mental health of their employees. It is just one of the many things that is giving me hope about this bright, thoughtful generation becoming an increasingly larger part of organizations.

By 2025, Gen Z will make up over 25% of the workforce. Rather than write off their unique needs, it’s on us to embrace their nuance in order to welcome them, support their learning and growth, and afford them the meaningful work experience they crave.
 

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