Discussions over how the various generations see and perform in the workplace have been a business analyst and consultant staple since the first millennial graduated high school and started working. Most follow the age-old cliches of “digital natives, digital immigrants,” and vague terms regarding a “global generation.” More extreme examples claim that young people don’t want to work, disregarding the fact that most people don’t want to work, we want to live.
The reality is that people of all generations are different, with different interests, goals, dreams, and desires. And let’s face it, the “workplace” is not static as well, with the rise of technology companies over the last twenty years absolutely changing multiple industries and economies simultaneously. After all, Steve Jobs was not a Millennial but still pioneered a more casual look at the office.
It’s fairly well documented that Gen Z and to a lesser extent Millennials will change jobs very often, with average tenures being around two years. Gone are the days of “company people,” who will stay at one post for over a decade, now young people demand promotions or at least some degree of professional development. Like the question of the chicken or egg, it’s unclear if this is actually the “fault” of younger workers, or the result of how rapidly the business landscape now changes.
If you have older relatives, you have no doubt had the “joy” of helping them set up a new phone or TV or even showing them how to access, say, Google Docs. While for most of us, this is almost instinctual, it’s worth remembering that in the past, technology didn’t jump nearly as quickly, and people weren't used to a total overhaul of everything every few years. Similar processes are true in the modern workplace, so Gen Z and Millennials have no desire to keep doing things a certain way when new opportunities arise.
Managers unable to understand or keep up with shifting demands are often at a loss as to what makes people leave. Instead, they need to be asking themselves, what do I do to make them stay? As often as everyone talks about the digital age, it’s easy to overlook that the internet lets us see inside almost every workplace, from Subway to a day in the life of senior developers at a tech company. This exchange of information allows workers to rapidly evaluate their own work compared to others. It's easy to see how bad conditions quickly lead to labor shortages.
Often, analysts will find it surprising that two global recessions (among other disruptions) haven't made Gen Z and Millenials more risk-averse, but the truth is, they have little to risk. If you aren’t drowning in car payments and mortgage fees, what exactly do you have to lose? Remember, Gen Z and Millennials have also seen the path to recovery after two global recessions and believe that there will be more ups and downs in the future.
Sometimes people point to the fact that Gen Z in particular prefers “interesting” work, but the actual statistics show that it’s a fairly even split. Given the massive amount of choice and information available, it might be that younger people simply do not know what they want yet, so they actively try different things to get a better idea of who they are. So despite the trappings and “seriousness” of the corporate world, it’s not surprising that many would instead "memeify" it, not worship it.
