‘One Of The Biggest Cultural Shifts In Decades’: It’s Time For Employers To Embrace Gen Z

Gen Z makes up almost a third of the New Zealand workforce, and that number is growing fast. Getting the best from this generation isn’t only about them; it’s about shaping stronger, more adaptive workplaces for everyone.

Student Job Search Chief Executive Louise Saviker, who has held numerous presentations on the topic, says Gen Z came of age during a time of global disruption; financial instability, climate anxiety, and a pandemic that rewired their brains and how they study and work. They’ve grown up online, expect information instantly, and value authenticity above polish.

Compared with Millennials, they’re more practical and security-minded, shaped by rising living costs and a world of uncertainty. Yet they also expect inclusion, fairness, and transparent leadership.

“They’ve never known a world without the internet or social media, and they expect technology to simplify life, not complicate it,” Louise says.

“They balance an ‘abundance’ mindset; endless information and opportunity, with a cautious realism about security and wellbeing. They’re motivated by stability but will move quickly when their values aren’t met. In New Zealand, rising housing costs and student debt sharpen their focus on fair pay and career growth.”

Gen Z is driving one of the biggest cultural shifts in decades and, rather than resisting, leaders who modernise and understand their unique strengths will be well placed in the future.

“They prefer collaboration over hierarchy, communication over command, and wellbeing over presenteeism. What older generations sometimes see as impatience is really a desire for responsiveness. They want clear goals, fast feedback, and workplaces that match their digital pace.

“To support and get the most out of Gen Z employees, leaders can replace long reviews with regular check-ins, and strict reporting lines with project-based teamwork. When trust and autonomy grow, so does productivity.

“Don’t slow them down to fit your system, speed your system up to harness their energy.”

Louise says managing Gen Z means making direction visible because they thrive on clarity. Avoid vague goals or annual surprises; focus on small, measurable next steps.

“Frame performance around learning and contribution. The more specific and abundant the feedback the more supported your Gen Z will feel and the more productive they’ll be.”

Balanced employment strategies are essential, and flexibility should serve productivity and people, without eroding either.

“Flexibility isn’t a universal fix, it must align with business needs and mental wellbeing. The best organisations design flexible frameworks that create both autonomy and accountability.

“Remote and hybrid work are popular with young people, yet you still need to weigh up what works for your business model and what best supports the mental health of your Gen Z and broader team. People learn fast when they’re together - being around colleagues creates daily, informal learning you can’t fully replicate online.”

A Robert Walters survey found that about 70% of Gen Z see middle management as “high-stress, low-reward,” and over half say they don’t want those roles. With Gen Z set to become the next wave of managers, that’s a signal to back today’s leaders more strongly, because they’re navigating a fast-changing generation too. It’s a stretch on both sides, and everyone does better when we support both current managers and emerging leaders.

To respond, organisations can shift leadership to coaching and build capability in areas Gen Z values: empathy, clarity, agility, and wellbeing. Create space for new leaders to thrive and recognise that great leadership doesn’t always mean managing people; strong technical and specialist pathways let people progress without being forced into line management. Understanding Gen Z isn’t about rewriting everything, it’s about modernising how you lead.

“When we combine structure with flexibility, empathy with expectation, and purpose with performance, we create workplaces where every generation can thrive. Getting it right for Gen Z sets up the next 30 years of leadership, innovation, and shared success.”

About Student Job Search

As Aotearoa’s largest student employment service, Student Job Search (SJS) is a charitable organisation dedicated to championing student employment and facilitating positive outcomes for employers and students.

Through connecting students and employers, we help reduce financial hardship, set students up for the future and provide employers with access to a flexible and motivated workforce.

As a purpose-built student employment service, we support students with real job opportunities that provide income, experience, and connection. We work hard every day to ensure the integrity of our service to students.

We cater to all tertiary students, not just university, as well as helping graduates up to two years after study and high school students in the lead-up to starting tertiary study.

Find out more at www.sjs.co.nz.

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