From Boomers to Zoomers
6-minute read
Gen Z & Millennials
Gen Z (born 1997–2012): This generation grew up in a highly digital and connected world, with social media, smartphones, and on-demand technology being integral parts of their lives.
Millennials (born 1981-1996): This generation were pioneers in both the creation and implementation of modern technology that we currently utilise in the workplace.
Recent trends indicate a growing divergence between corporate leadership and younger employees regarding work arrangements. A survey by KPMG reveals that 79% of Millennial CEOs from large companies anticipate a full return to office work within three years, a significant increase from earlier in the year.
In contrast, younger generations, particularly Gen Z’s, exhibit a strong preference for flexible and remote work options. A study by Seramount found that only 11% of Gen Z workers desire to be fully remote, with 74% favouring some form of hybrid work arrangement.
Adapt or fall behind
According to statistics, businesses will likely need to adapt their approaches to work environments to remain competitive. Gen Z employees place significant importance on work-life balance and flexibility (McKinsey, 2023), while Millennials are more focused on stability and financial security, often willing to work through challenges and are less likely to prioritise work-life balance (PwC, 2023).
Also, collaborative tools like Zoom, gamified training, and AI-powered development platforms are no longer optional—they are becoming essential features of future-ready workplaces (Forbes, 2023; McCrindle Research, 2023). Therefore, companies that fail to evolve and offer hybrid work models and innovative work environments risk falling behind in attracting and retaining top talent (Forbes, 2023).
Purpose-driven work
Gen Z emplyees tend to prioritise purpose-driven work that aligns with values such as sustainability, innovation, and ethical leadership. They expect employers to actively engage in social justice and DEI (Diversity, Equity, and Inclusion) initiatives, preferring organisations that demonstrate genuine commitment to these causes. For example, brands such as Patagonia and Salesforce resonate strongly with the Gen Z demographic due to their dedication to social impact and progressive values (Forbes, 2023).
Millennials value purpose-driven work as well, but often prioritise career growth and job stability. They seek fulfillment through meaningful tasks while weighing practical considerations like job security. As a result, they are more likely to remain with a company, even if its values don’t fully align with their own, as long as the role offers stability and opportunities for advancement (PwC, 2023; McKinsey, 2023).
To conclude, as Millennials rise into leadership positions, they must confront the reality that Gen Z’s are quickly becoming the dominant force in the workplace. Despite the generational differences in work preferences, especially when it comes to flexibility, purpose-driven work, and technological integration, Millennial CEOs will need to adapt to these evolving demands.
The success of their companies will depend not only on their ability to innovate and maintain stability but also on their capacity to create inclusive and flexible work environments that cater to the values of Gen Z’s. As this new generation shapes the future of work, businesses that fail to embrace these changes risk falling behind, regardless of leadership.
