Generations, Technology and the Workplace

Generational Differences and Their Implications

People have written about generational differences since Socrates’ time. Today, these differences increasingly serve as focal points in contemporary discussions around political issues, especially concerning younger cohorts like Generation Z.  As such many perceive Gen Z as particularly distinct from previous generations. On the other hand, academics often criticise generations as an unsuitable framework for analysing behaviour, especially workplace behaviour. This begs the question of whether these distinctions simply reinforce stereotypes rather than offer meaningful insights into societal behaviours.

This essay examines whether generations provide a meaningful unit of analysis and explores the extent to which Gen Z differs from previous generations. It then analyzes what could drive this perceived generational divide and considers how this divide will impact the world of work as Gen Z increasingly becomes a vital part of the workforce.

Arbitrary Delineations and Historical Context

Generational classifications often group large populations together in somewhat arbitrary ways. For example, someone born in 1997 is considered Gen Z, yet they may share more in common with someone born in 1996 (a Millennial) than with someone born in 2012 (also Gen Z). These generational boundaries vary in length, based on popular consensus rather than being decided formulaically. Many researchers question the explanatory power of these classifications because they encompass so many people. Talking about such large groups can obscure smaller trends and crucial variations within subsets of people as well as the root cause of the issue. For instance, Gen Z in Africa may not relate to Gen Z in America. This is an apt time to mention that when this article discusses Gen Z, it largely means Gen Z in the West. Many individuals find themselves relating more closely to people outside their designated generation, based on shared experiences or values. Gen Z are more liberal as a whole however this does not mean every segment of Gen Z is more liberal. This raises the question: do age-based categorisations genuinely reflect meaningful differences, or do they perpetuate pre-existing biases?

One popular stereotype characterises Gen Z as “softer” than previous generations. History shows that this notion is not new; each generation often faces criticism from its predecessors for perceived shortcomings. One explanation suggests that as people age, life’s experiences harden them and they remember their youth through rose-tinted glasses leading them to view the younger generation as soft. Another explanation from Twenge, a prominent author on generational studies, posits that 

With technology making life progressively less taxing for each generation, each generation is softer than the one before it. 

Generations group people who experience significant events at similar life stages while using similar tools. For example, living through World War II as a child differs greatly from living through it as an adult. While analysing people of a similar age in a similar era proves valuable, researchers must consider individual and geographic differences when studying generations.

The Impact of Technology

Twenge argues that technology drives generational differences. The tools we use to navigate our complex world significantly shape our life experiences and perspectives. In our era of rapid technological advancement, intergenerational differences appear starker than ever. Gen Zers, for example, are largely internet natives—they cannot remember a world before computers and the internet began shaping everyday life. With constant access to the internet through devices like iPads, they live in a world unimaginable to their grandparents.

Twenge argues that technology drives the intergenerational divide by shifting society from collectivism to individualism (in terms of culture) and introducing a “slower life strategy.”

Individualism

We use individualism here not in a negative sense but to denote a worldview that emphasises uniqueness and the self. Greater freedom “to” than freedom “from,” to borrow Atwood’s phrasing. Collectivism, on the other hand, emphasises social rules and harmony. Technology decreases our dependence on others, allowing us to accomplish more independently. This increased autonomy affects civil liberties; as long as no harm comes to the group, people question why they should not do as they please. This shift toward individualism is encapsulated in Gen Z’s acceptance of the idea that individuals can self-assign their gender.

Gen Z is notably politically active and polarized, particularly on social issues aligned with their values. Their political leanings tend to be more liberal, although the gender divide within the cohort tempers this generalization. Gen Z is the latest in a succession of increasingly individualistic generations. This trend has led to many of today’s civil liberties, yet there is growing evidence of individualism’s downsides. Generation Z reports feeling less happy, more anxious, and lonelier.

Slower Life strategy

Partly due to the pandemic and earlier trends, Gen Z now reach traditional milestones later in life. This includes drinking, partying, working, marrying, and becoming parents compared to previous generations. One should however be careful as when analysing human behaviour there are often a multitude of factors that impact how one makes big life decisions.  Technological advances enable greater family planning and reduce the economic value of having many children. As a result, parents now choose to allocate resources to fewer children. With fewer children, parents provide more attention, sometimes extending well into adulthood. In a technologically advanced society, education requires more specialized skills, leading Gen Z to spend more time in school, which delays milestones like having children.

Economic Context and Pragmatic Outlook

Economic challenges have profoundly shaped Gen Z’s worldview. Growing up after the Great Recession, they witnessed the financial struggles of their parents and older siblings. Another significant event, the pandemic, has also decreased Gen Z’s tolerance for insecurity. As housing costs continue to climb, Gen Z feels acutely aware of the need for a larger salary to achieve the stability enjoyed by previous generations. This generation prioritises financial security and job stability.

While salary remains important, research shows that Gen Z seeks to derive meaning from their work and is willing to accept lower pay for more engaging work. Gen Z are notorious for pushing their companies to change from within to reflect their values such as environmental consciousness. They seek a balance between stable, life-sustaining work and meaningful, impactful work.

Remote Work, Flexibility, and Gen Z

Remote work represents one of the most significant changes in the modern work environment, and Gen Z has embraced it wholeheartedly. In a study across 27 countries, while 29% of Gen Z say they prefer to work remotely (the lowest percentage of any generation), 27% say remote work is a necessity (the highest of any generation). Another 17% prefer hybrid work, while 14% do not want to work remotely*. Gen Z values autonomy in choosing their work environment. More than any other generation, they recognize the benefits of working from home for both themselves and the organization.

However, remote work’s advantages come with challenges, such as making friends, networking, and finding mentors. People older than 51 are twice as likely to have made friends at work compared with those under 30. Furthermore, Gen Z values mentorship very strongly, especially as a means of upskilling despite noting they find it increasingly difficult to find.

Gen Z, Leadership and Productivity

As Gen Z enters the workplace, many commentators suggest that generational differences will reshape work environments to accommodate this generation’s skills and preferences. Research on this topic is essential, as Gen Z, as digital natives, uses crucial technology and tools more comfortably than other employees who remember the transition from letters to emails. Signs of discord already appear and are hampering productivity, especially amongst Gen Z. However, it’s not all bad news as intergenerational bridging policies appear to solve this issue.

One example is using the leadership style Gen Z prefers, favouring less hierarchy and depending on others’ task-specific competencies. They value leaders who seek input from others and make decisions based on consensus. 

The Iron Cage of Rationality