Curious about how to work with Gen Z workers without treading on generational landmines? You’re not alone. As more Gen Z workers enter the workforce, disagreement is bound to happen, but most of that disagreement can be fixed.
The cultural and economic shifts that happened from generation to generation greatly influence how the workplace will function. Every senior generation had issues with the next generation that came fresh to work, and they all had disagreements.
So the question stands: How to work with Gen Z employees?
Gen Z in the Work Community
According to the U.S. Bureau of Labor Statistics, by the year 2030, Gen Z will make up about 30% of the U.S. labor force. Is there a possibility to go around their requests, ignoring their needs and interests? Not an option.
Here’s what Gen Z actually wants their Gen X and Millennial coworkers to stop doing:
1. Brushing Off Their Mental Health
Mental health is an imperative to Gen Z. They may be considered by older generations as “too sensitive,” but as stated by the American Psychological Association, Gen Z has registered higher levels of stress than any other generation.
Anxiety, depression, and burnout are part of their daily lives. When older coworkers downplay mental illness, the implication is that their feelings don’t count.
Poor mental health creates many problems, and the Mental Health Foundation said it includes poor focus, less motivation, and bodily symptoms such as sleeplessness and stomach issues.
This is not only a personal issue, but poor mental health also affects productivity and office culture as well. The sooner the older generation of workers comes on board with this, the sooner the teams can create a kinder office environment.
Allowing space for mental health days, looking for easy ways to offer resources, and simply listening can come a long way in letting Gen Z workers feel heard.
2. Resisting Change Merely Because It’s New
Gen Z isn’t afraid of innovation. They expect it. They fear being stuck in outdated models that don’t work. The Harvard Business Review found that generationally diverse teams thrive when they use adaptive thinking.
Refusing to do things that have always worked only makes the generation gap already being faced by office workers even broader. Being adaptable isn’t trendy; it’s about surviving. Gen Z grew up on breakneck technological progress, so they’re quick to pivot and quick to pick up.
Brushing off their ideas as “too new” cancels that asset. If older coworkers can become open to tests, they might find themselves seeing better outcomes in no time. As valuable, it creates trust and team spirit when new ideas are considered seriously.
3. Promoting Toxic Hustle Culture
Let’s get real: Gen Z is working hard. According to the ADP Research Institute, 18 to 24-year-olds work an average of 8.5 hours of unpaid overtime weekly. They’re already stretched thin.
So when older coworkers espouse a “grind ’til drop” philosophy, they communicate the wrong message. Instead of motivating, they create resentment and disengagement. Gen Z values productivity but not at the cost of health.
They’re enthusiastic about doing great work without sacrificing well-being. Businesses that reward work delivered, not hours in the chair, will see greater engagement.
By doing some rest and recovery themselves, older workers can make the younger generation feel valued, not exploited.
A little empathy does go farther than a little extra all-nighter Slack alert.
4. Ignoring Their Need for Work-Life Balance
Gen Z does not work to live, but they live to work. As the Deloitte Global 2025 Gen Z and Millennial Survey revealed, the highest priority of Gen Z job candidates is work-life balance.
The Kansas Journal of Medicine verifies this: high levels of stress directly correlate with lower job satisfaction and productivity. They do not view flexibility as an amenity but as a requirement.
To earn the engagement and commitment of your employer, respect their boundaries. That means redefining “butt-in-seat” expectations and valuing efficiency over face time. When Gen Z can clock out guilt-free, they come back refreshed and productive.
A work culture that screams overwork screams not commitment but poor management. Valuing people’s time is the new currency of trust in the modern workplace.
5. Dismissing Ideas Due to Their Age
Your age should not determine whether or not they will hear your ideas. However, most Gen Z workers have their ideas rejected simply because they’re the youngest person in the room.
Rejection leads to pain and withdrawal. When rejected, Gen Z shuts down. When exactly have they ever listened, though? When they offer suggestions, they can drive innovation and connect with young adults in a manner that older individuals cannot.
Having younger employees attend strategy sessions can introduce novel thinking. Inviting them to attend the meeting makes them feel that their voice matters. Mentorship isn’t a one-way process; older employees can develop from the alternative thinking of Gen Z.
6. Denying Requests for Remote or Hybrid Work
Gen Z sees remote and hybrid work as the future, not the pandemic answer. According to the New Jersey Institute of Technology, flexible work schedules enhance job satisfaction, well-being, and retention.
Remote work isn’t a productivity killer; quite the opposite. To attract and keep good Gen Zers, start with a hybrid setup. Gen Z grew up with technology, so they’re already good at remote work. They associate physical work with purpose, not clock-punching.
Flexibility reduces commuting anxiety and gives them autonomy. A hard “in-office only” stance makes corporations less appealing to younger workers who value freedom and trust.
7. Speaking with Corporate Jargon Instead of Plain English
Gen Z craves simple, not jargon. Slang like “circle back,” “synergy,” or “move the needle” only adds to the complexity of communication.
Gleb Tsipursky, Disaster Avoidance Experts CEO and founder, has one thing for sure: muddled communication creates confusion and lowers productivity. Want to impress Gen Z? Eliminate jargon. Be genuine, be brief. Say what you have to say, no less, no more.
Clarity makes for efficiency, and that decreases costly misunderstandings. Credibility is created with clear communication, and that’s something that Gen Z craves in business relationships. Transparency also shows that you’re trustworthy, something that Gen Z desires from leaders.
8. Obsessing Over Dress Code Policies
Professionalism matters, but fixating on skirt length or tattoo concealment? That’s outdated. Florian Booneiam of Thammasat University’s research said that strict dress code policies actually promote discrimination and prejudice.
As long as the employees themselves look well-groomed, what they wear shouldn’t come before the work. Gen Z simply wants to express themselves and do great work. Let them. Style equates with identity, and constricting that only feels repressive.
When employers respect individuality, they establish an atmosphere of acceptance and originality. Gen Z isn’t asking to wear pajamas to the meeting; they simply wish to dress in something that feels like themselves.
Giving appearance a priority sends the wrong message about what is important. Understanding this will close the generation gap office workers have in understanding each other.
9. Promoting Competition Instead of Collaboration
Cutthroat competition might have paid off in the past, but Gen Z flourishes in an environment of teams. Young employees value collaborative cultures, according to a McKinsey report, because they emphasize shared achievement.
Therefore, instead of pitting coworkers against each other, older workers can establish mentorship. Guiding Gen Z through work uncertainty creates trust and better team performance. This isn’t a Millennial vs Gen Z issue; this is better work for all employees.
Toxic rivalry creates resentment and frustration. Collaborative work creates learning and reduces pressure. When one feels they’re part of something greater than themselves, they will do the extra work. Success is sweeter when shared.
10. Thumbs Up Emoji (Seriously or as a Joke?)
Yes, this one may not matter in the grand scheme of things, but it kind of does a little bit. A Daily Telegraph article said that Gen Z users (16-24 years old) considered the thumbs-up emoji to come across as passive-aggressive or condescending.
To older generation coworkers, the emoji does not have malicious intent. To Gen Z, the emoji can suggest frustration or sarcasm. Avoid unnecessary tension by simply responding with a “yes” or suggesting a reasonable solution.
Communication online is subtle, and tone can come across. Emojis might seem harmless, but occasionally, context matters. Being overly communicative always trumps letting things slide in either direction. Making this slight change shows empathy and tries to bridge the gap.
Understanding Generational Differences at Work
Managing the Gen Z worker requires not caving in to every wish of theirs. What is needed is a culture in which every worker of every generation feels important and respected.
Gen Z isn’t attempting to tip the workspace on its side; it is attempting to get the workspace operating better for all. Understanding the workplace generation gaps can reduce conflict and unlock the potential that every generation can provide.
Being open to communication, respectful of each other, and employing a little emoji restraint will go a long way. So the next time that you roll your eyes when the new recruit asks for mental health days and goes without the tie, try listening.
That’s the secret to the question “How to work with Gen Z employees.”
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