Employers are increasingly under pressure

A dynamic shift is currently underway as Generation Zer’s are about to step onto the global stage in full force. Their entrance into the work ecosystem will be swift, all-encompassing and will send significant ripples through the many aspects of life including the workplace, technology, politics, culture and retail consumption.

They aren't lazy; they're simply too clever to follow the conventional "rite of passage" path that emphasizes hard work, years of experience, obedience, and glorification of those on a higher pay cheque and refer to themselves as management.

Yet they challenge everything traditional leadership stands for.

A Fresh Face on The Scene

Generation Z, a cohort set to outgrow Millennials as the largest population group, accounts for more than one-third of the world’s population.

So, what does Generation Z bring to the table?

Their unique experiences of growing up in the shadow of the Great Recession, might lead one to think of Gen Z as a group inclined towards job security and averse to risks. However, a more sophisticated image of this generation emerges when you delve into their career ambitions, professional development tendencies, work styles, core values, education and stance on diversity.

For instance, while salary is an important factor in job decisions, members of Gen Z value salary less than their predecessors. Their expectations from a job are balanced between compensation and interest level. They value companies that are not just profit-driven but are committed to addressing societal issues such as climate change, sustainability and eradication of hunger. They associate diversity not just to race and gender, but also to identity and orientation. Companies that can showcase this broad spectrum of diversity in their branding are more likely to attract talent from this generation.

I recall mentoring my daughter, Shirina Holmatova, during her high school years. Reflecting on my own education, I noticed only a marginal nexus between my academic achievements and my professional success. Therefore, I strongly advised Shirina not to squander time on traditional schooling. Life itself seemed the best teacher, especially when one already had a clear aspiration. Shirina dreamed of becoming a singer. Once she entered the industry, she couldn't imagine doing anything else even if the compensation was good. Needless to say, she earned several times more by following her passion than a typical 9-to-5 job could offer.

The Future Landscape of Work

As we welcome Generation Z into the workforce, it's important to consider how the nature of work is evolving. With the emergence of Gen Z, the future of work might see a resurgence of the Renaissance figure, an individual with multiple talents, interests and a wealth of knowledge. This calls for the fusion of digital and technological skills, comfort with data and analytics, business management skills and creative prowess.

While the advent of multi-talented Renaissance figures from Generation Z introduces exciting possibilities, it also poses potential challenges for future employers. First and foremost, organizations may struggle to retain such dynamic individuals who are likely to seek environments that continually nurture their diverse skill sets. This fluidity and demand for constant growth could lead to higher turnover rates, as Gen Z may quickly disengage or leave if they feel stifled or underappreciated.

Furthermore, the traditional hierarchical and departmentalized structure of many organizations could become obsolete, necessitating a complete cultural overhaul. Companies risk being caught in a paradox if they remain rooted in conventional systems that fail to adapt quickly enough to the proactive and versatile spirit of Generation Z. Consequently, future employers must navigate these complexities by reformulating their engagement strategies, fostering a culture of continuous development, and embracing flexibility to accommodate the unique trajectories of Gen Z professionals.

Now reflecting back to Shirina Holmatova, I did manage to convince her to consider a back up profession should singing come to an end. She did comply, though she was dismissed week and half into trying a new job. In speaking with Shirina was adamant that she was so bad at her job. But she was more staggered at how bad her manager was in letting her last that long.

I did give her 100% for honesty, and yes, I could not disagree that the organization did an appalling job in scanning her candidacy, letting her in and staying for that long.

The Gen Z Impact on Employers

Gen Z, with their unique skills and preferences, will potentially demand personalized career paths. This will require employers to adopt an evolutionary pace that matches the external environment and a shift in mindset. In order to appeal to this generation, firms must focus on enhancing their diversity, creating robust training and leadership programs and establishing internal apprenticeship programs. Furthermore, partnering with universities to attract more women candidates for tech roles, setting up internal marketplaces that match projects with required skillsets and valuing the expertise of older generations for mentorship could be valuable strategies. The reputation of the industry and the firm will also play a significant role in attracting Gen Z talent.

Call for Regular Job Re-Design

A well-thought-out approach to job design is crucial for retaining talent especially Gen Z, yet many employers overlook this key factor, leading to employee stagnation and turnover. When roles lack innovation and fail to evolve with individual growth and aspirations, they become outdated, leaving employees disengaged and unmotivated. This stagnation is particularly harmful in dynamic industries where continuous learning and adaptation are vital. Employers who fail to redesign roles to challenge and inspire their workforce risk losing them to companies that prioritize professional development and offer growth pathways. By neglecting to adopt a forward-thinking approach to job redesign, firms inadvertently drive talented individuals to seek opportunities promising growth, fulfillment, and long-term career satisfaction. Consequently, the inability to craft challenging and meaningful roles not only demoralizes current employees but also diminishes the organization's appeal to potential talent.

Your thoughts on the matter?

Truly Yours,

Narghiza Ergashova

--> read more from Narghiza Ergashova here:

____________________________________________________

--->more about Narghiza Ergashova is here:

Narghiza Ergashova is a highly skilled finance executive based in Australia with extensive experience across industries like property, mining, chemicals, and infrastructure. She is recognized for her expertise in managing complex portfolios, building strong stakeholder relationships, and driving exceptional business performance.

As a thought leader, Narghiza regularly shares valuable insights on leadership, innovation, and personal growth. Through her Medium articles, she covers key topics such as employee engagement, effective leadership strategies, and overcoming business challenges. Her work resonates with professionals looking for actionable advice and inspiration to succeed in both their careers and personal lives.

To learn more about Narghiza Ergashova, you can explore her work on the Blogger, STCK.com or visit her Medium.com profile. Discover her expert insights and strategies for leadership, business growth, and navigating challenges in today’s fast-paced industries.

In May 2025 Narghiza Ergashova released her debut autobiography called Curly Clix Convictions . The book delves into Narghiza's journey as a professional, entrepreneur, and wife and a mother. You can visit her biography by clicking the link below.