Generation Z versus the rest of the world- a war of worlds in the job market

Generation Z versus the rest of the world. Are we dealing with a generational war in the job market?

“The same, but a wall between us” – this is how we can describe the conflict unfolding before our eyes in today’s job market. Generation Z is clashing with older workers who label the young as entitled and irresponsible. Paradoxically, even though both parties have drastically different views on work, they ultimately want the same thing. They want to do what they enjoy, with people who will inspire them, in a place that they’ll come to with a smile on their faces every morning. So why are they fighting each other? Magda Pietkiewicz, a labor market expert and creator of the Enpulse platform serving to examine employee engagement, talks about the war of worlds in the labor market and about Generation Z.

It’s not new knowledge that there is conflict between generations. Older people try to impose their rules on the younger ones, not accepting negotiations. The young, on the other hand, are convinced of their infallibility. Differences of opinion are conditioned not only by life experiences but also by the times and events we are a part of. Such a “division” has always existed. Just consider the hippies, bikers, rowdies or punks – each of these generations was blasted as the worse off, not knowing life and allegedly bringing about the metaphorical downfall of our civilization. Each of these generations today are the older ones stating they know and can do more than the typical Generation Z individual.

A different idea about life and work

Generation Z includes people born between 1995 and 2010. According to GUS (Central Statistical Office of Poland) data, the percentage of Gen Z among persons of working age, i.e. between 18 and 59 or 65 for men, constitutes over 20% in our country. This means that statistically speaking, every fifth Polish worker is a representative of Generation Z. The impact of this group on the shaping of the labor market is enormous, and employers should not neglect it.

“Gen Z grew up in a completely different reality than their parents. For this generation, the Internet, social media, or smartphones are an obvious and natural part of life – they were born as “digital natives”. These are things that have shaped their experiences and identity from an early age,” says Magda Pietkiewicz. “What’s more, young people entering the job market today are in a completely different place than previous generations. Gen Z does not have the same “economic compulsion” as we used to – the inner voice saying, “I have a home and a family, so I have to earn money for all of it and hold onto my job as long as I have it”. GUS data shows that most people under 30 are “nesting”, which means living with their parents. They also start families later. This means they have a completely different idea of life and work than the representatives of older generations,” she emphasizes.

A different perspective

Many previous studies suggest Gen Z values flexibility, a balance between work and private life, along with the possibility for personal and professional development. At the same time, they are aware of global challenges, such as sustainable development or social responsibility, and expect their employers to be committed to these issues. The most characteristic feature of Gen Z, however, is their assertiveness. They have their own views and beliefs, which they strongly believe in and are not afraid to defend. They believe that the job should adjust to them, not the other way around. This approach significantly differs from that of other generations, brought up with the strong belief that work must be respected. This makes Gen Z seem entitled and lazy.

“Who hasn’t heard stories about how today’s youth is irresponsible. Such as clearly telling their superiors they must leave work early because they have other commitments, or that they won’t come to the office one day because they will be at a concert in Budapest. But one must remember that stereotypes based on these “urban legends” are offensive to most of Gen Z. What’s more, they make many employers afraid of Generation Z and, wherever possible, avoid them. The question is whether this is justified,” Magda Pietkiewicz wonders. “Perhaps it’s worth revising our own approach to work – perhaps we look at certain matters from a wrong perspective? After all, Gen Z is loudly voicing what most employees lack – clear rules, communication, adequate pay, appreciation. If you listed their expectations towards employers, it would basically be a ready checklist on how to create a valuable work environment conducive to building engagement,” adds the expert.

So that the negatives don’t overshadow the positives

When talking about Generation Z in the job market, the focus is mainly on the expectations its representatives have towards the job market. However, employers should be careful not to let the alleged downsides of Gen Z overshadow their positives. After all, there are many benefits to employing people from younger generations. Multigenerational teams primarily allow for skills enhancement and experience exchange. Older people can share skills and specialized knowledge acquired during their careers. Younger people, often more familiar with new technologies, can bring in a fresh perspective and innovative approaches to challenges. Over 80% of employers from nearly 6,000 examined by the OECD and the World Economic Forum acknowledged that multigenerational teams are key to growth and success of a company.

“It can’t be denied that Generation Z is causing quite a stir in the labor market. On the one hand, employers fear young workers, on the other, they recognize the benefits of a multi-generational team. However, employers can’t afford to ignore Gen Z, which will form a greater percentage of workers year by year. That’s why it’s worth starting to adapt the organization to their needs and expectations today. Especially because meeting these “requirements” could boost engagement of other employees and bring measurable benefits to the entire organization. Generation Z doesn’t expect proverbial miracles. They want to develop, maintain a balance between private and professional life, be adequately compensated for their work, and walk into the office with a smile every morning. They really care about doing something that makes sense in a place they like and with people who understand them. Only and all of that,” concludes Magda Pietkiewicz.