Jodi Quemelen

And what We’re not saying out loud…

We know we’re not the only ones who’ve faced challenges.
Every generation has had its own set of battles: the 2008 financial crash, post-9/11 job insecurity, tech disruptions, economic downturns, and not to mention, literal wars. We’re not saying older generations had it easy. We’re just saying that we have our own struggles as well, period. Just like other generations have, it’s healthy for Gen Z to acknowledge our own struggles too.

This isn’t about comparison, it’s about understanding. When we better understand each other’s stories, we build better workplaces together.

Gen Z workplace expectations are often misunderstood. And while it’s easy to write them off as entitled or “soft,” that’s rarely the full story. Like every generation before us, we’re navigating our own unique challenges: inflation, mental health crises, and a rapidly changing housing and job market.

We’re not looking to rewrite all the rules. We just want to work in ways that reflect the world we currently live in. This post is a peek behind the curtain. If you’re a hiring manager, supervisor, or team lead trying to figure out what Gen Z actually wants in the workplace, this one’s for you.

It’s Not Always Entitlement—Sometimes We’re Just Broke

Sure, some of us are bold about asking for more. But that doesn’t come from arrogance. For some of us, it’s do or die. It stems from urgency. Rent is high, student loans are tough, and the “just pay your dues like we did” mindset doesn’t match the economic reality we’re living in.

Yes, we understand there are budget limits and structured compensation systems. But when we advocate for fair pay, it’s not about being greedy. Oftentimes it’s just about being able to pay the rent on time.

We Need Mental Health Support (Not Burnout Culture)

Mental health at work isn’t a trend for us—it’s a non-negotiable. We’re not asking for special treatment. We’re asking for understanding. The days of glorifying overwork are behind us. If we request a mental health day or use our PTO, we don’t want to be labeled weak, unmotivated, or spoiled.

Time off shouldn’t come with guilt. It should come with support.

Flexibility is the New Currency

Flexible work culture is one of the top things Gen Z values, and it’s not about slacking off. It’s about managing energy, relationships, and responsibilities outside of the workplace, while still showing up and getting the job done.

Whether it’s remote work, hybrid setups, or adjustable hours, flexibility helps us thrive. We’ve seen how quickly the world can change and we want workplaces that adapt with it.

We Want Purpose, Not Just a Paycheck

We want jobs that matter. That doesn’t mean every Gen Z employee expects to change the world overnight, but we do want to know that what we’re doing has meaning.

Purpose-driven careers are what keep us engaged. If we understand the “why” behind the work and feel like our contributions not only counts but also makes us grow as employees, we’re more likely to stay, contribute, and grow.

Support > Surveillance

We don’t need to be micromanaged. We need mentorship. The best managers we’ve had weren’t the ones watching our every move, but the ones who saw our potential and helped us rise.

If you’re managing Gen Z employees, think coach, not warden. Guide us and learn to trust us over time. Soon enough you’ll see us show up.

Gen Z isn’t trying to change everything or slap the old Play Book in the face. We’re trying to survive, contribute, and care. If we speak up, it’s not to cause trouble. It’s because we know workplaces can be better for everyone.

Let’s build them together. See you next week!

Peace,

Jodi Q.