As the workforce evolves, Gen Z, the youngest generation of workers, is challenging traditional career norms. Researcher Amanda Schneider argues that instead of dismissing their unconventional approach, employers should view them as prototypes for the future of work.
During a recent talk, Schneider posed a thought experiment: Would you rather stay in the same job for the rest of your career or change jobs every year until retirement?
When Gen Z was asked the same question, the majority opted for the latter. While previous generations prioritized tenure and loyalty, many younger workers see greater value in gathering insights from multiple companies rather than developing deep expertise within one.
“We can ignore them. We can stereotype them. Or we can learn from them,” Schneider said. Instead of dismissing their career preferences as flighty or noncommittal, she suggests that companies consider how these changing values might shape a more adaptive and resilient workforce.
Schneider’s interest in workplace transformation is personal. She shared her own struggles balancing career growth with motherhood. Long workdays, expensive childcare and rigid schedules led her to question whether the system was sustainable.
“The norms our working world is built on today are based on outdated rules that no longer apply,” Schneider said.
She noted that the standard workday was designed in an era when most workers had a stay-at-home spouse. Similarly, school calendars were originally structured around agricultural needs. Today, both systems remain largely unchanged, despite the fact that modern families and industries function very differently.
As a result, workers are expected to peak in their careers during their 30s and 40s — the same period when many are juggling childcare and elder care. Schneider argues that this structure sets many employees up for burnout.
Rather than resisting change, Schneider suggests that companies should learn from Gen Z’s instincts and behaviors. Her research identifies three key lessons:
For Gen Z, hybrid work isn’t an adjustment as it’s all they’ve ever known.
During her research, a young worker summed it up bluntly: “This isn’t hard. It’s just how we work. This is really a change management issue for you old people.”
Gen Z doesn’t want to be fully remote, nor do they want to be in the office five days a week. Instead, they expect the flexibility to move seamlessly between environments.
Research also suggests that workers across all generations care more about when they work than where they work. To adapt, companies must establish clearer communication norms, define core hours for collaboration and embrace asynchronous workflows.
Gen Z has grown up in a digital world where ratings, reviews and instant feedback are the norm. As a result, they expect transparency from their employers.
“We all grew up with the Golden Rule: ‘Treat others the way you want to be treated,’” Schneider said. “But maybe the new Platinum Rule should be: ‘Treat others the way they want to be treated.’”
Young professionals want clear expectations about company culture, career progression and policies, before they commit to a role. Schneider argues that organizations that openly communicate their values, expectations and trade-offs will have an easier time attracting and retaining talent.
Many managers feel pressure to solve problems alone, leading to what Schneider calls implementation overload. At the same time, younger employees are eager to contribute but often don’t know where to begin.
A notable example of successful inclusion is Gucci’s shadow board, launched in 2017. The luxury brand brought in younger employees to advise leadership, helping the company reconnect with a new generation of consumers. The result was a 136 percent increase in sales, while a key competitor saw a 12 percent decline.
Companies can uncover fresh perspectives and challenge outdated business strategies by engaging employees from diverse backgrounds and generations.
Schneider’s own career took an unexpected turn when she left a traditional corporate role in 2011. What initially seemed like a sidestep led to the creation of a successful business, one that embraced hybrid work, transparency and inclusion.
“We succeeded because we embraced the very principles Gen Z embodies,” she said. “What started as a solution for working moms expanded to include empty nesters, single professionals and veterans transitioning careers.”
The takeaway: Work as we know it is broken. But if businesses are willing to learn from the youngest generation in the workforce, they have an opportunity to rebuild it — making it more flexible, transparent and inclusive than ever before.
Schneider presented these ideas in her talk “Work is broken. Gen Z can help fix it” at TEDxFargo. Click this link to view the talk.
