EPISODE 6:  Gen Z’s Quest

Welcome back to UNSTIFLD.

I'm your host, George Nijmeh, and today's episode, Gen Z's Quest, dives deep into the top five things Gen Z wants in the workplace.

So what exactly does Gen Z want?

And why is it that so many leaders seem oblivious to it?

Sit tight as we break down the real deal and what makes today's young workforce tick, and why the whole do what I say routine doesn't cut it anymore?

Okay, thanks for tuning in to episode six.

So I'm just gonna jump right in.

When it comes to what Gen Z wants from work, it is a far cry from the traditional clock in, clock out mentality.

They're pushing for workplaces that don't just pay the bills, but actually align with their values.

Think of it as a quest, a search for an environment where they can show up fully as themselves, pursue growth, and make an impact without sacrificing their well-being.

Here's what that looks like in real terms.

Gen Z is after authenticity and inclusion.

It's where diversity isn't just a buzzword, but a reality.

They demand flexibility that lets them balance work and life with freedom.

Growth isn't optional anymore.

It's a must.

With companies that invest in them through development opportunities, they're looking for purpose-driven leadership that actually walks the talk on social responsibility.

And perhaps most importantly, they expect open communication, where feedback flows in both directions, and their voices are part of the decision-making process.

This generation is absolutely rewriting the workplace rulebook, and for companies willing to listen, there is a lot to gain.

Okay, so what's point number one, or bullet number one of our top five?

It's authentic and inclusive culture.

So first up, right, so Gen Z wants authenticity.

They're not here for the open door policy that just leads to a brick wall.

They want inclusion, respect, and a place where everyone's voices matter.

And that's not about throwing up a few diversity posters and calling it a day.

You know, older leaders often think authenticity is just a new buzzword, but for Gen Z, it's definitely, it's non-negotiable.

They want real connection, real empathy, real inclusion.

Things that, you know, believe it or not, actually foster trust and engagement.

It's not about fluff.

It's about an environment where no one has to fake who they are just to clock in.

You know, you won't imagine, I speak with so many leaders, and the biggest issue I see is that it takes about one hour of conversation before I can even get to the real person inside of that shell of a personality they have created just for work.

People recognize this behavior now, and they will absolutely shut down their thoughts when they see that they're speaking to a robot and not a human being.

Just be real.

Your employees don't have one hour worth of time with you to get to the chewy center of the Tootsie Pop.

Okay?

Start off the right way.

All right, so that wrapped up number one.

What's number two?

Number two is flexibility and work-life balance.

All right, now here's a big one, right?

So flexibility.

Yep.

I can practically hear the traditionalists just groaning.

Back in my day, we showed up at nine and left when the boss left.

Well, guess what?

Gen Z isn't asking for permission to leave when they're done, all right?

So again, they're not asking for permission to leave when they're done with their work.

They're just going to tell you they're leaving for the day.

And that doesn't mean that Gen Z is lazy.

Gen Z isn't lazy.

They're just super practical.

They know what burnout looks like, and they're not about to wear it as a badge of honor, all right?

Studies are showing that Gen Z values flexible schedules and remote work options more than any previous generation.

They want their personal time respected, and frankly, they know that being glued to a desk doesn't automatically mean productivity.

When I'm coaching teams, you won't believe the amount of time spent on non-work-related computer activity, just so they can kill time, so they don't have to be nervous about leaving work earlier than others.

This has got to stop.

It's crazy.

If we want the next generation to succeed, we have to evolve.

Technology has allowed us to be way more productive than ever before.

There is no reason to be at your desk for the same amount of hours.

And not everyone's job, jobs and tasks are the same.

All right, they're not all created equal.

Some can do more remotely than others.

So allow them to.

And just explain it to the other team members in a very transparent way.

All right, so that wrapped up number two.

All right, so number three, opportunities for growth and development.

All right, so growth, huge.

This one might be a surprise, but Gen Z isn't just about a paycheck.

They're looking at you, employers, and asking, what's in it for me?

They want skill building, mentorship, a clear path for advancement opportunities to evolve with the role.

Now, older management styles often meant keeping people in their place thinking, well, I had to climb the ranks slowly, why shouldn't they?

But this generation, they'll move on if they don't see growth.

And believe it or not, giving them those growth opportunities keeps them invested.

So Gen Z doesn't just want a job, they want a journey.

So when I'm speaking with multiple different teams from different, completely different industries, the main reasons for job hunting is growth.

Their current employer hasn't made the journey clear to them.

In fact, some are even told there is no growth opportunities.

So to me, that's just nuts.

That's absolutely bonkers.

How can you expect someone to come to work every day, knowing that this is it for the rest of their lives?

Gen Z doesn't even have to wait a week for the next episode of their show to air.

They can binge watch the whole entire season in one night.

So what makes us think they're going to wait around at their dead end job?

Do yourselves a favor and create an advancement staircase for each and every role at your company.

You won't regret it.

All right, so that wrapped up three.

Number four, purpose driven and ethical leadership.

So purpose, here's where Gen Z's shine and make some older leaders feel downright uncomfortable.

They're not interested in companies that operate in that moral gray area.

They want ethical standards, social impact, and purpose driven leadership.

For a lot of leaders, the whole purpose driven movement can seem like a passing phase.

But for Gen Z, purpose isn't a slogan.

They actually care if the company is giving back.

If you're environmentally conscious, if you're making a difference.

Studies consistently show that Gen Z prefers to work for companies that value social responsibility.

They're looking for leaders who think beyond profit margins.

It doesn't mean you can't review your sales KPIs.

It just means that you don't have to talk about money and profits all day, every day with your team.

It's about making a difference every day in people's lives.

And if Gen Zers don't see that their work actually has meaning or purpose, they're gone in a flash.

Make sure that your company is effectively sharing with the employees how the success of the company has a direct effect on the success of society.

All right, so that wrapped up section four, topic four.

So number five, all right, last but not least, open communication and feedback.

All right, so finally, communication.

Now, if you thought the word authentic was a buzzword, try feedback.

Gen Z wants open communication that goes both ways, not just performance reviews or constructive criticism once a year.

So this is the kicker.

Older generations grew up on feedback that mostly ran downhill and rarely went back up.

But Gen Z wants to be heard.

And more importantly, they want to voice in decisions.

They want to know that their input shapes the workplace, not just get shuffled to the bottom of the pile.

This takes a lot of effort from the leadership group.

You will have to take a lot more time out of your days with Gen Z to ensure that everyone is aligned with the company's shared goals.

And I mean everyone.

When Gen Z employees see that their leaders are not genuinely making efforts to hit the shared goals or take their advice, they are out.

They don't waste their time, folks.

And why?

Because they see their leaders as mentors.

And they will not be mentored by someone who does not value their input.

All right, so time for some surveys.

So it's definitely not just talk.

Plenty of data backing all this up.

So there's a survey by Deloitte that showed 70% of Gen Z would rather have mental health benefits over office perks, like ping pong tables and or pizza parties.

They're even prioritizing mental well-being over bonuses, people over cash bonuses.

That's how important that is to them.

Gen Z doesn't, they don't want that anxiety-inducing deadlines.

They don't want the burnout culture or micro-managers just breathing down their necks.

And according to the American Psychological Association, more than 80% of Gen Z considers work-related mental health a priority.

This message is being made clear to us.

They are not here to be managed.

They're here to do meaningful work in a low-pressure, positive environment.

Okay, so how can we get this all bundled up?

Here's the thing, if you're leading a team with a my way or the highway mindset, it might be time to hit that reset button.

Gen Z has definitely raised the bar.

They want flexibility, authenticity, mental well-being, open communication, and last but not least, they want growth.

You know, so you have to be ready to step up, or if you're stuck in the past, where long hours and fear-based management ruled the day, you will lose.

Because the new workforce isn't waiting around for you to catch up to this.

All right, that's a wrap for today's UNSTIFLD podcast episode, Gen Z's Quest.

Thanks for joining the conversation, and remember, UNSTIFLD environments are the future.

And if you're still feeling skeptical, maybe it's time to take a hard look at what you're holding on to.