It is impossible to ignore the growing influence of Gen Z across the world. This generation is influencing politics, social discourse, and also the workplace and the way we work. Their presence in organizations is transforming many organisations across the globe.
Not “Difficult” but “Different”
A few years ago, the noise around Gen Z was how difficult they were. We heard that they are impatient, demanding, or hard to retain. Today, this noise is fast fading. Many organizations now recognize their unique strengths; digital fluency, creativity, and keen desire to question the status quo.
Still, stereotypes linger, more in older organisations. People often are heard saying, Gen Z gets bored easily or lacks patience for mundane jobs. However, I disagree with such thoughts. We can’t paint an entire generation with the same brush. A Gen Z from Gurgaon is different from one from Meerut, UP and both are different from one from Baleshwar, Orissa. Background, exposure, and opportunity all shape how they view work and workplace.
Unfortunately, organizations rarely invest time in matching individual personality traits with what the job demands or the culture of the organisation. The result? Frustration on both sides, and in most of the cases organisations tend to pass on the blame onto the Gen-Z workforce.
Missing the “Culture Fit”
In entry-level hiring, many interviewers focus on academic excellence or technical ability but overlook cultural fit which is a critical oversight.
Last year, a CHRO friend from a large Indian business house called me for advice on campus hiring. My first question to him was:
“With an average employee age of 42+, is your organization culturally ready to hire at 22–23 years old from top B-schools?”
He answered, “We want to hire from premier campuses because our competitors do and our MD also wants to do the same.”
A few months later, the same CHRO called again. His MD wanted to fire two new campus hires because of the following reasons:
- had breakfast in the canteen and reached their desks 30 minutes late,
- left office at 5:30 pm sharp,
- kept to themselves, and
- one of them didn’t greet the MD in the corridor.
My advice was simple:
“Don’t sack them. They’ll likely leave on their own. Your organization isn’t culturally ready for Gen Z, no matter where they come from.”
The point we need to have in mind is that Gen Z can thrive in a culture which is Non-Regimental, Non-Hierarchical, Transparent and Purposeful. However, it does not mean that all Gen Z are alike and behave alike. We need to go for a best culture fit while hiring depending on the culture of the organisation and at the same time be open to make adjustments and changes at the workplace to accommodate the Gen Z.
Learning from the Diversity Journey
Over the past decade, many companies have successfully made good progress on their gender diversity. What worked for them was an early focus on sensitizing employees and HR Policies. This helped people unlearn biases and build inclusive habits.
We now need to do the same for generational diversity. Especially in older organizations, where the workforce is dominated by Baby Boomers and Gen X, there’s an urgent need to help all generations understand and accept Gen Z.
Sensitisation of employees should be an ongoing agenda in an organisation and not limited to one or two sessions. The agenda of sensitisation should influence the way we interview candidates, our communication, the way we give feedback, the way we design our office, the way we celebrate and so on….
What Gen Z Really Values
From my experience, Gen Z professionals thrive in an environment that supports
- Open and transparent communication
- Coaching and not Preaching-Oriented
- Trust-based transactions
- Non-hierarchical culture
- Emotionally safe workplace
They don’t want to be micromanaged they want to be mentored.
Preparing for the Next Shift
Just as Baby Boomers have retired or are nearing retirement, Gen X will gradually move on over the next 15 years. The future of work will belong to Millennials, Gen Z, and soon, Gen Alpha will start their journey in the corporate world.
Each generation contributes differently. Organizations must create cultures where they can coexist and collaborate without bias. This means redesigning work norms, rethinking leadership communication and reimagining engagement strategies to suit all.
Final Thoughts
Time has come that Organisation should not look at just managing them but about learning with them. If organizations can channel their energy, build empathy across generations, and let Gen Z be themselves, they will not only retain but will evolve and grow with them. When every generation is heard, valued, and empowered, the workplace becomes not just more inclusive but more human and productive.
Author
Atul Chandra Jha
Professor -SOB (The NorthCap University)