Examining Gen Z’s Workplace Values
I have blogged before about the work ethic of Gen Z. Like the generations before it, Gen Z is being criticized for not working hard enough, not caring enough, and seeking their own values rather than those of their employer.
There have been many studies on Gen Z—what makes them tick; what they expect from the workplace; what are their values, and so on. In this blog, I will review five writings on the issue, each of which takes a different point of view.
I was surprised when I read about a study by NYU professor Suzy Welch. She recently released the results of her study on Gen Z and businesses across America. Welch teaches M.B.A. students and attempts to prepare them for a life of purpose and leadership. There’s just one problem: their values.
Welch’s groundbreaking 2024 study, based on over 45,000 participants—including 7,500 Gen Zers—reveals a distinctive values gap between hiring managers and the youngest working generation. Welch’s analysis produced an outcome that startled her and her team: A mere 2% of Gen Z members hold the values that companies want most in new hires, which are achievement, learning, and an unbridled desire to work. Gen Z respondents’ top three values were:
- The desire for self-care and personal pleasure; to be happy.
- The desire to express authentic individuality; to have a voice.
- The desire to help people; to make a difference in others’ lives.
Workplace Motivation
Gary Drevitch writes in Psychology Today that “none of these top Gen Z values are bad, but values are choices, and right now, Gen Zers have chosen to push back on the traditional ‘work ethic’ and instead prefer a more ‘look out for number one’ mindset. He seems open to understanding why there is a disconnect and points out that “employers must figure out how to close the gap between what an organization wants and needs, and what that young potential team member does.”
Paul Walker discusses these issues in an article in Fortune. He makes some interesting observations. Walker states that Gen Z is being ridiculed, much like their predecessor groups, “as misfit youngsters who just don’t understand how to act at work. In turn, Gen Z—as portrayed in scores of TikTok videos—sees the corporate workplace as inauthentic at best.”
Writing for The Workforce Lens’s Substack, Domonika Borna says that “Gen Z refuses to pour effort into work that gives nothing back. They seek growth, respect, and purpose—and step back when these are missing.” She observes that “Gen Z wants something older generations also wanted but rarely said out loud: work that feels worth the hours it takes from their lives. They want growth, space to breathe, people who treat them decently, and a role that gives them more than a paycheck at the end of the month. Not because they are fragile or demanding, but because they saw what burnout did to the generation before them and decided they would rather not repeat the pattern.” Her conclusion is that “Gen Z is not primarily driven by salary. They are driven by career progression, development, relationships, and workplace flexibility.”
As we have heard before and that I have blogged about consistently, Gen Z have problems fitting in with the culture of workplaces. Their workplace skills are wanting in some cases, and their work ethic does not meet expectations. The question is why is this the case, assuming it’s true. One possible answer is their desire for a work/life balance.
I looked at the issue from their point of view and observed that it may not be due to Gen Z’s readiness but a broken system that’s failing to prepare and guide them. Employers need to rethink how they onboard, train, and communicate with new hires. Otherwise, high turnover rates among young workers are likely to continue. Gen Z are deeply involved in purpose-driven causes. Employers should do what they can to engage them in these issues.
Vanessa B. Hu, a student at Harvard University, wrote an opinion piece in the Harvard Crimson stating that Gen Z “care a lot about job security.” Gen Z’ers (along with younger millennials) report higher rates of stress and work-related burnout than older generations.” [They] were born and raised in the tides of economic crises, from the 2008 recession to Covid-19, and are no strangers to financial instability.” They care about career advancement, pointing to “a 2022 study that found 74 percent of Gen Z and millennial workers were likely to quit within the next year due to a lack of skills development opportunities at their current workplaces – which may appear as a lack of commitment, but actually signals our desire to invest in worthwhile career trajectories.
Purpose-Driven Cultures
Hu points to three issues that Gen Z care about as follows.
- Work should prioritize their well-being, the number one thing Gen Z’ers look for in a company. They’re the age group with the highest rates of anxiety, depression, and distress.
- Gen Z prioritize diverse, inclusive companies with ethical leadership, and have in the wake of social justice reckonings. They challenge the status quo, not because they don’t care, but they may see ways to make their workplaces better and more equitable.
- Gen Z want to feel passionate about their work, uphold their values, and reject what they see as the toxic work mentality.
Finally, Gen Z expect to be fairly compensated for their blood, sweat and tears. This is a point DeAndre Brown makes in his TikToks about being a “corporate baddie,” which have accumulated 36 million-plus likes. He playfully ridicules yet evokes admiration for Gen Z’s reclamation of agency around work, from refusing to wear more than one hat beyond the job description to exclaiming, “You’re rewarding me for hard work with more work (and not a promotion)?!” [I can relate to this point based on my experiences in academe].
In a somewhat harsh opinion piece in Fortune, Emma Burleigh states that “Gen Z is breaking the traditional rules and conduct baby boomers have set in place for the workplace over decades. The young professionals are more comfortable with ‘cheating’ on the job, wearing comfortable attire, prioritizing their wellbeing, setting boundaries, and sticking with unfulfilling jobs for career advancement” She goes on, “Gen Z is sick of being told they’re “lazy” and “entitled.” They’re upending how the workplace has run for decades under baby boomer leadership—and their elders could learn a thing or two.
It’s no easy task to draw a conclusion from these different points of view. For me, Gen Z responds better when they are involved in setting the strategy for achieving organizational goals, at least in conjunction with the employer. They want to be involved in the decision-making process, valued for their ideas, work for managers sensitive to their needs (i.e., work/life balance), given opportunities for advancement, receiving periodic reviews, and being paid fairly. Importantly, they want to work for a purpose-driven company that shares their views on the environment and sustainability. They care for things outside of work, that affect their well-being, and want these things built into the ethos of an organization.
Blog posted by Steven Mintz, Ph.D., professor emeritus from Cal Poly San Luis Obispo, posted on April 15,2026. Learn more about Steve’s activities on his website.