CURATED READS FOR GEN Z—AND THEIR Z-CURIOUS COLLEAGUES

first up

Welcome back! This week, we’re getting to the truth of how Gen Z feels about work. 

If you’re reading this newsletter, chances are you’re already familiar with many of the stereotypes about Gen Z at work: they want to work from home, they’re “quiet quitting,” they’re actually quitting, they won’t answer a phone call, they don’t want to work hard. 

The thing about stereotypes is that, at best, they’re a generalization, and at worst, they’re harmful. In Gen Z’s case, there’s a lot more nuance to how these employees view the working world. In fact, when it comes to feelings about work, they have more in common with other generations than you might realize.

Think you can separate Gen Z myth from fact?
 
True or false: Gen Z employees see their work as transactional and are motivated primarily by compensation.  

That’s false, according to a new McKinsey survey of workers in more than a dozen countries and in 16 industries. Across all age groups, Gen Zers are the only respondents who did not cite poor pay as the top reason for leaving their current job (they ranked it third). 

What’s even more surprising are the similarities Gen Z has with their older coworkers. The main reasons cited among those who plan to leave their jobs across generations were inadequate pay, lack of career development and advancement, and uncaring leadership, according to McKinsey senior partner Aaron De Smet and coauthors.

Gen Zers rank meaningful work just as highly as they rank workplace flexibility when they’re weighing whether to take a new job. And when it comes to compensation, the tight labor market has empowered employees of all ages to demand compensation they think is fair. 

Understanding these findings can help clear up some of the confusion about what Gen Z wants at work, but employers also need to take concrete steps to make sure each employee’s needs are met—no matter their age.  

Let’s say you’re an employer that wants Gen Z employees to come into the office, but you know that they value workplace flexibility. Instead of simply mandating a return to the office, give that in-person time some purpose by making sure senior leaders are meeting with their more junior colleagues while they’re in the office to nurture their development. Show a Gen Z employee what their future at the company could look like. To put it frankly: make work worth it.

Above all, treat each employee as an individual, not as a stereotype.

VISUALIZE IT

Some of the most important steps on the consumer healthcare journey are also the ones in which consumers find the greatest dissatisfaction, according to a McKinsey survey.

WAIT, DON’T SCROLL

The cost of nonprofit work. Nonprofit employees in Australia are reporting high rates of burnout that are manifesting as both mental and physical distress. But there are organizational actions that can help.

Building social capital. Social capital, aka how well you connect with your coworkers, has been depleted over the past few years. Here’s how to build it back.

Don’t play me. The fear of being the “sucker” at work or in personal relationships—that is, continually thinking that someone is taking advantage of you—may be keeping you from making good decisions.

NOT US; STILL GREAT

Into the voice. While they may shy away from an old-school phone call, some Gen Zers love a good voice note. [NPR]

Dupe-r bad. It used to be taboo to buy counterfeit luxury goods. But Gen Z loves its dupes. [Vogue Business]

CROSSWORD

— Edited by Alexandra Mondalek, editor, New York