Jodi Quemelen

And Why it Matters More than You Think:

Welcome to Week 4 and the grand finale of our blog series created to help young professionals navigate power dynamics, communicate with confidence, and build meaningful careers.

In this post, we’re flipping the script.

Instead of offering advice to Gen Z employees, we’re pausing to reflect on a bigger question:

What does Gen Z actually want at work, and why should the rest of the workforce care?

Whether you’re a manager, team lead, HR professional, or a curious co-worker from another generation, understanding what drives Gen Z in the workplace is key to building stronger teams, reducing turnover, and creating cultures where everyone can thrive.

Understanding Gen Z in the Workplace

Gen Z, born roughly between 1997 and 2012, is entering the workforce with fresh eyes, open minds, and let’s be real… hella bills to pay. They’re not afraid to challenge outdated systems or ask “why” when something doesn’t make sense. That doesn’t mean they’re lazy or entitled. They are simply both financially and values-driven.

1. Authenticity Over Appearances

Gen Z craves to show up as their authentic selves at work while being given opportunities to grow. They can spot performative culture from a mile away. They often prefer transparent, down-to-earth interactions and want to work in places where there is real conversation, not just vague, feel-good mission statements. 

2. Mental Health Support is a Must

Gen Z helped normalize mental health conversations, and they expect their workplaces to keep up. They’re more open about voicing their concerns about burnout, anxiety, and needing boundaries than any other previous generation. A common one we see is the conversation about a 40 hour in-person work model vs the hybrid work model. Workplaces that don’t offer any form of real mental health support will be more likely to make Gen Z run for the hills.

3. Purpose & Paycheck

Ofcourse, fair compensation matters (it always has). Gen Z knows they have to put in the time and sharpen their skills to grow in their careers. 

But here’s the difference: they also want their work to feel meaningful. They want to contribute to something bigger than themselves, and not just feel like a cog in a machine that can easily be replaced. 

Money helps pay the bills, yes. But if your values align, and you offer a space for autonomy, impact, and growth? You’ll end up with more invested employees.

4. Communication Style: Collaborative & Direct

Gone are the days of responding well to a “command or top-down-communication style only” model of leadership. Gen Z thrives in environments where they feel heard, included, and respected. Theyvalue:

• Direct, consistent feedback
• Space to ask questions
• Opportunities to contribute ideas

Try these prompts:

• “How do you prefer to receive feedback?”
• “What do you need in order to do your best work?”
• “Let’s build this together.”

5. They’re not Disloyal, they’re Discerners

The average Gen Z professional isn’t always looking for the first opportunity to jump ship, despite the stereotypes. They just refuse to stay in places where they feel disrespected, overworked, unseen, or stuck / stagnant in their role.

It’s not always a complete lack of loyalty, it’s a demand for growth, respect and alignment. If you’re struggling to retain younger employees, it might be time to look at your culture. Is it empowering? Inclusive? A foosball table in the breakroom won’t cut it with these professionals.

Welcome to the New Wave

The future of work is already here, and Gen Z is shaping it, ready or not.

If we want healthier, more inclusive, innovative, and impactful environments, we need to stop asking, “Why don’t they just suck it up and act like us?” and start asking, “What can we learn from them?”

Understanding this generation will benefit everyone by building empathy, equity, and shared vision. They aren’t here to play by the old rules, and maybe that’s a good thing. They’re pushing all of us to lead with intention, not authority. So whether you’re managing Gen Z employees or learning to navigate your own career path, remember this:

We can’t move forward if we remain uncurious and rigid.

That’s a wrap on the Series….

Thank you for walking through this 4-part journey with me. From soft skills and confidence, to setting boundaries and navigating generational dynamics, we’ve covered a lot. But the work doesn’t end here. 

Keep learning. Keep growing. And always choose to lead with self-worth.

See you next week!

Peace,

Jodi Q.