In an age where Gen Z employees own a natural affinity for digital platforms and communication tools due to exposure to advanced technology from an early age and millennials prefer to stick to tried and tested traditional methods of functioning, the chasm between the work ethics of these two generations is negatively impacting the way companies view the latest entrants into the job market.
Here, we look at what’s holding back young graduates from landing the right job and how to brush up the void separating expectation from ambition.
Drawing boundaries
Driven by a commitment to diversity, equity and inclusion, observations reflect how the new generation tends to take sensitive topics like mental health and personal space much more seriously than their older counterparts. While upper management often mistakes these personal demands as arising from contempt of work, the youth views this as a clear separation for personal space and a lower tolerance threshold for dealing with companies that don’t follow through on initial missions and promises. Considering their strong digital literacy skills, this generation considers themselves more productive and efficient when they are granted autonomy in choosing where they work from rather than coming to office just for the sake of sitting at a desk. Flexibility in work hours, exploring alternate modes of employment such as hybrid or remote opportunities or fostering open conversations about where to draw the line can help cover up the chaos.
Misaligned values
While the new generation actively prioritises purpose driven-mission roles that challenge traditional hierarchies over long-term job security, the inverse is true for millennials in the industry. This chasm of non-linear principles often leads to conflict when such differences consistently impact productivity. “Millennials grew up with limited digital tools and a strong sense of hierarchy. They value stability, career progression and work-life balance,” shares Amneet Kaur, Director at Outsized, “Gen Z, however, is digital-first and purpose-driven. They value flexibility, instant feedback, and work that aligns with their personal values. They aren’t afraid to challenge norms, and they expect rapid career advancement.” In order to resolve these issues, it’s essential for companies to set expectations, discuss timelines, create a shared understanding of responsibilities and outcomes and elaborate on what success looks like for their organisation right from the beginning.
Disengagement
A significant issue noticed in companies that demand structure and consistency is young recruiters’ knack for frequent job-hopping and low attention spans. Growing up in an age of instant gratification, they become more prone to being distracted and struggle to maintain focus. A lack of motivation stemming from burnout and stress mixed with a sense of estrangement with their co-workers can make it tough for them to manage workload and boundaries. “To bridge the gap, leaders must create a work culture that blends structure with flexibility. Millennials bring experience and strategic thinking, while Gen Z contributes agility and innovation. When these generations collaborate, they build future-ready teams that drive real business impact,” shares Amneet. For a generation that seeks a more collaborative and inclusive work environment, companies must provide them with enhanced avenues for active participation and contribution.
Upward mobility
Another significant area of contention lies in the fact that while millennials consider promotion in status and salary to be based on experience, Gen Z consider merit to be the foundation of the same. The latter often struggles with work that fails to recognise upward mobility in conjunction to increased skill and responsibility. Considering the rising cost of living and complex debt cycles, this generation exhibits a higher demand for fair pay along with a work culture that values dedication and innovation above all else. This gap in understanding can aptly be overcome by implementing comprehensive benefits packages and regularly communicating growth opportunities in order to alleviate pressures.
Communication
Due to the amount of digital overload they face, new entrants exhibit an increasing tendency to communicate in direct and informal manners like texting which clash with the older generation’s demand for formality and protocol. This lack of formal communication, neglect of professional dress codes and dearth of knowledge about traditional hierarchical structures becomes all the more pronounced in hybrid or remote work environments. “Due to the remote nature of my previous internship, many of my peers thought they could avoid accountability by simply “ghosting” their seniors. This behaviour is at a stark contrast with the senior generation for whom professionalism and strict deadlines are everything,” shares Aaravya Jain, an 18 year-old Junior Associate at Cheiron Capital, “Gen Z’s heavy dependence on AI tools as opposed to older generation’s traditional ways, reduces attention to details and thus, affects the quality of work.” Opening these channels of communications to avoid misunderstandings and conflicts is a two-way process. While young graduates must invest additional energy into getting to know their team, take feedback in a constructive manner and balance digital with face-to-face interaction, companies must strive to encourage open dialogue and avoid vague communication in order to be clear, direct and authentic. As Aaravya adds, “Gen Z’s digital-first upbringing has shaped their communication style in ways that don’t always translate to professional settings. We need to work extra hard on soft skills like communication and interpersonal skills, adaptability and emotional intelligence.”
Bridging the gap between the traditional and digital in workspaces is a two-way process that requires increased accountability for newcomers and clear communication from companies.
