While the workplace has seen its share of buzzwords like AI and Zoom, the most impactful transformation isn’t solely driven by technology. A new generation is quietly reshaping the landscape, building upon the digital shift and pandemic adjustments.

Born between 1997 and 2010, Generation Z (Gen Z), comprises roughly two billion people globally and is projected to constitute 27 per cent of the workforce by 2025. Forget the usual chatter about remote work and fancy perks; this is a greater change in what work means to people, how they collaborate, and even their career goals. This generation prioritises purpose, flexibility, and a desire to make a positive impact.

How does Gen Z differ from older generations?

Like each chapter in history, Gen Z brings its own story to the workplace, shaped by the constant hum of technology and the global village on its screens. While previous generations prioritised competition or valued autonomy, Gen Z craves purpose and balance.

Growing up entirely in the digital age, they are fluent in the language of social media and demand authenticity from employers. This tech savviness sets them apart from their predecessors, fueling a desire for responsibility and impact forged by witnessing economic and social challenges.

Also Read: Generation Z is changing the way we think, and we can all be a part of it regardless of age

“With Gen Z coming into the workforce, we are looking at a shake-up. Remote work and flexibility will be big since Gen Zs are all about keeping things chill and the tech life. Work culture may also be heading towards more diversity, social responsibility, and better work-life balance. In the future, we will most likely ditch the usual 9-5 job, and everyone will have their own working hours as long as we get the job done,” said 26-year-old Sekar Hardani, Creative Group Head of Indonesian marketing and creative agency Bikin Ide Kreatif.

What does Gen Z want from their careers?

A recent Deloitte survey reveals that about 49 per cent of Gen Zs consider their job integral to their identity. Yet, their family and friends are more important, and this probably explains why 42 per cent of Gen Zs value work-life balance, remote working and flexible leave as their top priorities when looking for a job.

“I really enjoy working, moving and travelling a lot. So a flexible or remote work environment would be best for me to have that work-life balance. I would want my employers to give me that freedom to have more time to myself and to ‘live my life’, and I’ll do my job well and meet all the deadlines. This is also why I prefer working in a company that values work-life balance, flexibility, and working efficiently. In every situation, I try to maintain that work-life balance by using all my allocated leaves every year for things that I love to do and to also try to start and finish my job on the dot, and utilising the rest of my hours that I have to myself, to the fullest. That includes breaks, travelling, me-times, and other events in my life,” said Andini Mayang Hardani, a Digital and Social Media Lead from Jakarta, who was born in 1999.

Gen Zs consider the conventional career ladder outdated and prefer empowerment and flexibility in career decisions. They seek opportunities for lifelong learning and the freedom to determine their career path and work arrangements. Diversity, equity, inclusion, and environmental consciousness are paramount. A significant 55 per cent of Gen Z conduct research on a company’s environmental impact before accepting a job, with 17 per cent opting to switch jobs or sectors due to climate concerns.

“I would always choose places aligned with my career and life plans. I try to make sure that it would also be an upgrade from my previous job, be it with the position, the company itself, or the benefits. I prioritise flexibility and efficiency in the workplace, as well as employers who value and appreciate their employees in any way, because I want to also have a life outside of the office, to still have time for my friendships, family, myself, and my personal projects outside of the office. Their policies on period and pregnancy leaves, and everything else regarding my life as a woman is also something I’d consider,” added Hardani.

Gen Z desires to have a voice and expects opportunities to expand their skills and broaden their talents and experiences. This necessitates employers to rethink how they attract, hire, develop, and retain talent, fostering personal development, which could have positive effects across all generations.

“I personally believe that there will always be room to grow and learn and that I am a forever student. For me, finding a company that prioritises investing in my personal development is essential. This can be done by providing training sessions and funding you to attend courses that would benefit your current position and/or career path. Other than that, I am always on the lookout for courses on topics I am interested in or feel like I need to learn more in-depth to help with my work,” reflected Hardani.

Gen Z is rewriting the rules of entrepreneurship

Another Deloitte survey found that over 50 per cent of Gen Z individuals live paycheck to paycheck, and their financial concerns are growing annually. This economic uncertainty has led them to postpone significant life decisions such as purchasing a home, starting a family, or changing jobs. Despite facing challenges such as a tough job market and trends like ‘quiet quitting‘, this period offers Gen Z an opportunity, albeit a challenging one, to assert themselves.

Also Read: What I learn about starting a business from my Generation Z sister

And hence, Gen Z isn’t just dabbling in entrepreneurship — they’re fully embracing it. Recent research from ZenBusiness shows that 93 per cent of Gen Zers have already ‘explored’ business ownership. And this isn’t a passing trend; 75 per cent of them are set on becoming full-time entrepreneurs as the allure of traditional careers continues to fade.

Weighing the benefits and challenges of pursuing freelance or entrepreneurial opportunities versus traditional employment within a company, Abhiruk Bhattacharyya, a 26-year-old brand marketer and the Co-Founder of Vetra Consulting, a marketing agency, said, “The decision comes down to my style of work. I have tried both paths and found that the entrepreneurial path works better with my personality and career expectations.

I thrive on challenges and new experiences, both defining the entrepreneurial mindset — where I can work outside the typical 9-to-5 work hours and from any location. This is not typically possible within traditional employment due to the rules and corporate mindset employees are expected to follow. As an employee, I cannot choose my team or clients. As an entrepreneur and freelance consultant, I can choose my team and decide who I work with. This freedom of choice is really what helped me make my decision.”

Traditional career paths are also being reassessed, as nearly 90 per cent of Gen Z believe they can’t rely on old strategies to forge their careers.

“I believe we are in for a seismic mentality change that will redefine the meaning of work in our lives. Take the popular four-day workweek, for example. I expect that to become the new mainstay in the years to come. Not because Gen Z is lazy but because Gen Z as a generation understands that productivity is not directly related to the number of hours you put into work. Productivity comes when you can fully utilise a day to get the ‘right’ things done. That’s a kinder approach to work than what previous generations would have liked,” added Bhattacharyya.

Looking to the future, it’s clear that we are at the cusp of a significant shift. This generation, equipped with digital savviness and a desire to create a better world, is breaking away from tradition and building their own ground rules — which is to do whatever brings them happiness. They’re not waiting for the world to change; they’re making it happen.

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