‘The younger generation is hard to manage.’ At least, according to a 2023 survey by ResumeBuilder, where 74% of managers reported finding Gen Z harder to work with than previous generations. But are they really more difficult – or just different?
At unLTD’s final Business Breakfast discussion of the year, a panel of local business leaders gathered to discuss whether this generation’s unique attributes represent a challenge or an opportunity for today’s workplaces.
The panel included Twitch partner and entrepreneur Stephen Parkins, who spoke from his experience of working with young talent in digital spaces, while Rebecca Morris, owner of Benchmark Recruit, shared her insights on recruitment trends and employer expectations. Emma Redfern, founder of Studio Self-Made, added a Gen Z and creative industry perspective, while Dan Bumby, Managing Director of IT specialist Simoda, offered his views as an owner managing a multigenerational workforce.
Gen Z is about to become the most populous generation on the planet, and those born roughly between 1997 and 2012 have grown up in a world where technology dominates and social values are shifting rapidly. This hasn’t just shaped their personal lives but has fundamentally influenced their professional expectations.
“It’s a generational thing, isn’t it?” said Twitch partner and entrepreneur Stephen Parkins. “Gen Z are digitally innate – they live in a world where the digital and physical environment is one.” This distinction, Stephen explained, is rooted in how they’ve grown up. Unlike Millennials, who remember life without social media, or Gen X, who grew up without the internet altogether, Gen Z are fluent in navigating both physical and digital spaces simultaneously. This, he argued, has far-reaching consequences for how they work and engage.
That digital fluency also means Gen Z hold companies to high standards. Rebecca Morris, owner of Benchmark Recruit, highlighted their strong commitment to social causes. “They care deeply about the environment, diversity and ethics,” she explained. “It’s not just about money for them; they want to work somewhere that aligns with their values.” For employers, this means that attractive perks like competitive salaries or office snacks are no longer enough. “You’ve got to show them why your company matters,” Rebecca added.
Emma Redfern, founder of Studio Self-Made, painted a picture of a generation with big ambitions. “75% of Gen Z want to start their own business,” she revealed. “We’re not afraid to take risks or pursue a career on our own terms.” But, Emma argued, this entrepreneurial mindset doesn’t have to mean losing them to self-employment. “Companies can harness that drive within their own teams by giving Gen Z employees opportunities to innovate and make an impact.”
However, integrating Gen Z into the workplace does come with its challenges. Flexibility was one recurring theme. Simoda’s Dan Bumby has a team that includes many Gen Z staff. “Flexibility is huge for them,” he said. “They value mental health days, the ability to work remotely and having a job that fits around their life – not the other way around.” For employers used to more rigid structures, this can feel like a big adjustment. “It’s not about letting people do whatever they want,” Dan clarified. “It’s about enabling them to deliver results in a way that works for them.”
Flexibility is only part of the puzzle. Feedback is another major sticking point. “Gen Z expect instant feedback,” Rebecca observed. “For them, annual reviews feel outdated. They want to know how they’re doing in real time.” Stephen agreed, adding that this can sometimes be a source of friction in multigenerational teams. “Millennials and Gen X are used to waiting for feedback, but Gen Z thrive on immediacy – whether it’s in the office or via a quick message.”
That need for immediacy also feeds into their preference for authenticity. “They see straight through anything that feels fake,” Emma remarked. “If a company is just ticking boxes on sustainability or mental health without actually living those values, they’ll call it out – or leave.” For businesses, this means walking the talk is more important than ever.
But it’s not just about changing how businesses manage people; it’s also about rethinking how they attract talent. “Traditional job ads aren’t cutting it anymore,” Rebecca explained. “Gen Z are visual – they respond to videos and authentic storytelling. If you’re not showcasing your culture on platforms like Instagram or TikTok, you’re missing a trick.” For Rebecca, this is where younger team members can shine. “Who better to create content aimed at Gen Z than Gen Z themselves?”
While these shifts might seem daunting, they’re not insurmountable. In fact, our panel argued that embracing these changes can unlock immense potential. Stephen highlighted the role of gamification in engaging younger employees. “Gen Z grew up playing games – it’s second nature to them,” he said. “Incorporating elements like leaderboards, rewards, or even workplace competitions can make tasks more engaging and boost morale.”
Emma expanded on this idea, noting that it’s not about gimmicks but about creating a culture of growth and innovation. “If you can channel their entrepreneurial energy into your business, they’ll thrive,” she said. “Give them the freedom to take ownership of projects, and you’ll be amazed at what they can achieve.”
Of course, not all workplaces are naturally suited to the flexibility and creativity that Gen Z crave. Dan acknowledged that more traditional industries, like manufacturing, can find it harder to attract and retain younger talent. “You have to adapt,” he admitted. “It’s not just about offering a good salary anymore – you need to make your workplace a place people want to be.” For Dan, this means fostering a fun, inclusive culture and investing in employee wellbeing. “If people enjoy what they do, they’ll stay – and if they don’t, they won’t.”
The panel also touched on the broader economic pressures facing Gen Z. Having come of age during a global financial crisis and a pandemic, many in this generation are wary of traditional job security. “They’ve seen their parents stuck in jobs they hated just to make ends meet,” Emma pointed out. “They don’t want that for themselves. They’re looking for work that fits their life, not the other way around.”
But what happens when things go wrong, when the economy dips, or businesses face tough times? A business owner in the audience posed this very question: “How do we maintain flexibility and culture when budgets are tight?” Dan’s response was simple: transparency. “If things aren’t going well, tell your team,” he said. “People respect honesty, and it helps build trust.” Emma agreed, emphasising that even in hard times, it’s the core elements, like communication and respect, that matter most. “You can let go of the extras like free fruit, but never lose sight of what makes your team feel valued.”
So, are Gen Z harder to work with? The verdict from the panel was clear: no, they’re not harder – just different. They bring new expectations, yes, but also fresh perspectives and valuable skills. For businesses willing to evolve, the benefits far outweigh the challenges.
As Dan summed it up, “If you get your culture right, everything else will follow.” From flexibility and authenticity to innovation and inclusivity, the key to unlocking Gen Z’s potential lies in understanding what drives them and being willing to meet them halfway.
