I hear it often in leadership conversations: “Gen Z don’t want to work the way we did.”
As a recruiter, I find that narrative too simple which can be unhelpful. Every generation enters the workforce with a different context. Gen Z started their careers during a pandemic, navigated disrupted education and are now entering a workplace being reshaped by AI.
What some interpret as fragility or lack of work ethic often reflects adaptation to a very different environment.
I see ambition. I see commercial awareness. I see a generation that values feedback and progression and is willing to work hard when expectations are explicit.
Where friction tends to arise is around working style.
Many younger professionals prioritise outcomes over presenteeism. They are comfortable switching between platforms, working in focused bursts and setting boundaries around time.
If we measure commitment purely through visibility or hours spent at a desk, we may misread that behaviour.
There is also an empathy gap. Hybrid work has reduced informal learning by osmosis, yet we still expect early-career talent to instinctively “know how things work.”
When organisations underinvest in structured onboarding and mentorship, these perceived gaps widen.
From my perspective, the risk is not that Gen Z lacks capability. It is that employers might be clinging to outdated definitions of professionalism and potential.
For senior HR leaders, the opportunity is clear:
- Ensure your onboarding is designed with intention.
- Define performance through outcomes, not just optics.
- Invest in structured development rather than assuming digital fluency equals technical competence.
Gen Z will form a growing proportion of our pipeline. If we default to stereotypes, we narrow our future leadership bench.
The question isn’t whether Gen Z can adapt to the workplace. For me, this is less about managing a generation and more about modernising how we lead.
As senior HR leaders, are you developing Gen Z to succeed in your organisations or expecting them to succeed in systems you haven’t updated?
HR Leaders’ Round Table - 26 February
On a separate note, we’ll be continuing this conversation at our upcoming HR Leaders’ Round Table on 26th February in Cardiff.
Alongside a discussion on holistic wellbeing and building resilience within our organisations, Simon Drinkwater n Drinkwater from Vantor Advisory sory will lead Part 2 of “The AI Sprint that needs a Marathon Plan” and will explore how we ensure the pace of AI adoption does not outstrip our people’s capacity to sustain it.
If you’re a senior HR leader interested in joining the discussion, I’d be delighted to hear from you.
Warm regards, Liz
