The Values Gap
I can remember, growing up, and hearing my dad say that my generation does not have the work ethic to succeed. I suppose every generation says something like this directed towards the next generation of workers. I know he used it as a motivational tool, promising me a successful career in professional accounting and university teaching, which has, in fact, occurred. I have always looked for a meaningful experience from work that allowed me to grow and develop both as an individual and as part of a work group. I also sought to change my little space in the world and believe I have through hard work and a commitment to do the right thing. This made me wonder what Gen Z are looking for from life and their workplace experience.
I have blogged before about the work ethic of Gen Z. Like the generations before it, Gen Z is being criticized for not working hard enough, not caring enough, and seeking their own values rather than those of their employer.
There have been many studies on Gen Z—what makes them tick; what they expect from the workplace; what are their values, and so on. I was surprised to learn about the results of a study by NYU professor Suzy Welch on Gen Z and businesses. Welch teaches M.B.A. students and attempts to prepare them for a life of purpose and leadership. There’s just one problem: their values.
Welch’s groundbreaking 2024 study, based on over 45,000 participants—including 7,500 Gen Zer’s—reveals a distinctive values gap between hiring managers and the youngest working generation. Welch’s analysis produced an outcome that startled her and her team: A mere 2% of Gen Z members hold the values that companies want most in new hires, which are achievement, learning, and an unbridled desire to work. Gen Z respondents’ top three values are:
- The desire for self-care and personal pleasure; to be happy.
- The desire to express authentic individuality; to have a voice.
- The desire to help people; to make a difference in others’ lives.
Jamie Catalano writes for Forbes online that as “Gen Z enters the workforce in growing numbers, they are bringing fresh perspectives and expectations that are reshaping the traditional workplace. This digital-native generation, born between 1997 and 2012, is driving significant changes in management styles, work environments, and organizational values. Their influence is prompting companies to adapt, evolve and innovate, creating a new paradigm for the future of work.”
Purpose Driven at Work
Catalano states that “One of the most striking characteristics of Gen Z is their strong desire for purpose-driven work. A staggering 86% of Gen Zer’s see purpose as pivotal to their overall well-being and job satisfaction. This generation scrutinizes potential employers’ societal impact before applying for jobs, with 75% considering this a key factor in their decision-making process.”
Writing for The Workforce Lens’s Substack, Domonika Borna says that “Gen Z refuses to pour effort into work that gives nothing back. They seek growth, respect, and purpose—and step back when these are missing.” She observes that “Gen Z wants something older generations also wanted but rarely said out loud: work that feels worth the hours it takes from their lives. They want growth, space to breathe, people who treat them decently, and a role that gives them more than a paycheck at the end of the month, not because they are fragile or demanding, but because they saw what burnout did to the generation before them and decided they would rather not repeat the pattern.” Her conclusion is that “Gen Z is not primarily driven by salary. They are driven by career progression, development, relationships, and workplace flexibility.”
As I have blogged about before, I believe that Gen Z is changing the culture of workplaces. Their workplace skills are wanting in some cases, and their work ethic does not meet expectations. The question is why this is the case, assuming it’s true. One possible answer is their desire for a work/life balance. They are willing to work hard so long as their work experience conforms to their values.
Engaging with Gen Z
Vanessa B. Hu, a student at Harvard University, wrote an opinion piece in the Harvard Crimson stating that Gen Z “care a lot about job security.” Gen Zer’s (along with younger millennials) report higher rates of stress and work-related burnout than older generations.” [They] were born and raised in the tides of economic crises, from the 2008 recession to Covid-19, and are no strangers to financial instability.” They care about career advancement, pointing to “a 2022 study that found 74 percent of Gen Z and millennial workers were likely to quit within the next year due to a lack of skills development opportunities at their current workplaces – which may appear as a lack of commitment, but actually signals our desire to invest in worthwhile career trajectories.
Hu points to three issues that Gen Z care about as follows.
- Work should prioritize their well-being, the most important thing Gen Zer’s look for in a company. They’re the age group with the highest rates of anxiety, depression, and distress.
- Gen Z prioritize diverse, inclusive companies with ethical leadership, and have in the wake of social justice reckonings. They challenge the status quo, not because they don’t care, but they may see ways to make their workplaces better and more equitable.
- Gen Z want to feel passionate about their work, uphold their values, and reject what they see as the toxic work mentality.
Leadership and Management Style
Catalano states that “Gen Z is driving a shift in leadership styles, favoring more collaborative and empathetic approaches over traditional hierarchical models. They respond best to leaders who demonstrate emotional intelligence and genuinely care about their well-being. Over the past five years, organizations have “adapted their leadership style to be more inclusive and transparent.”
Gen Z employees expect to be informed of decision-making processes and seek and expect regular feedback on their performance. This shift is leading to flatter organizational structures, more frequent check-ins between managers and employees, and a greater emphasis on mentorship and professional development.
I have examined what Gen Z want from their work experience in this blog. Many have said that their workplace experiences do not match their desires and goals, as I have discussed. The disconnect may not be due to Gen Z’s readiness but a broken system that’s failing to prepare and guide them. Employers need to rethink how they onboard, train, and communicate with new hires. Otherwise, high turnover rates among young workers are likely to continue. Gen Z are deeply involved in purpose-driven causes. Employers should do what they can to engage them on these issues.
Blog posted by Steven Mintz, PhD, Professor Emeritus from Cal Poly San Luis Obispo, on June 23, 2026. Visit Steve’s website to find out more about their activities.