Archive · 6 Sep 2026
Why Employers Must Adapt to Gen Z’s Three Workplace Values
Many companies still look for young workers who want to work constantly, win at all costs, and take on endless tasks.
A study cited by Suzy Welch found that only 2% of Gen Z workers fit that description.
Many Gen Z workers care more about well-being, having a voice, and making their own decisions.
They do not necessarily see long hours as proof that someone is ambitious.
They want employers to respect time away from work and judge results instead of hours online.
They also want to understand why a task matters.
Managers can help by setting clear goals while allowing workers to choose how to do the job.
Gen Z employees also expect companies to act consistently with what they say.
A study cited by NYU Stern professor Suzy Welch found that only 2% of Gen Z matches employers’ traditional ideal of achievement, work-centrism, and scope.
The study identified eudaimonia, voice, and agency as three stronger priorities among Gen Z candidates.
Gen Z workers generally view well-being and personal fulfilment as important, rather than making work their entire identity.
Young employees want clear goals and strategic context, while retaining freedom over how they complete tasks.
They also expect transparent leadership and the ability to question decisions without facing hidden penalties.
- Who
- Gen Z workers, employers, NYU Stern professor Suzy Welch, and Stanford scholar Roberta Katz.
- What
- Research cited in the article found a major mismatch between traditional employer expectations and the workplace values of Gen Z.
- When
- The findings were discussed in a podcast conversation; Katz’s research was conducted over multiple years.
- Where
- The research was associated with NYU Stern and Stanford, while the workplace tension is described as occurring in offices.
- Why
- Employers may need to change management practices to attract and retain early-career Gen Z talent.
Traditional Corporate Expectations
Gen Z Workplace Priorities
What signals ambition
Traditional Corporate Expectations
Employers often associate ambition with achievement, a hunger to win, work-centredness, and willingness to take on extensive tasks.
Gen Z Workplace Priorities
Gen Z is described as placing greater value on well-being and personal fulfilment, and may view extreme hours as a management problem rather than proof of ambition.
How work should be managed
Traditional Corporate Expectations
Traditional hierarchies may expect employees to follow senior direction and established processes.
Gen Z Workplace Priorities
Gen Z workers want strategic explanations, freedom over workflow, and the ability to question or verify decisions.
Communication and trust
Traditional Corporate Expectations
Companies may rely on formal messaging, broad values statements, or policies that do not always change daily practices.
Gen Z Workplace Priorities
Gen Z expects transparency and judges trust by whether leadership’s actions match its words.
- Traditional employer values
- Achievement, work-centrism, and scope.
- Gen Z priorities
- Eudaimonia, voice, and agency.
- Share matching the classic model
- Only 2% of Gen Z workers, according to the study cited.
- Well-being recommendation
- Respect off-hours, reduce expectations of constant responsiveness, and measure results rather than logged hours.
- Agency recommendation
- Set clear goals and guardrails while allowing employees to control execution.
- Voice recommendation
- Enable direct questions and constructive disagreement without fear of hidden penalties.
- Trust standard
- Leadership’s actions should match its stated policies and values.