Corporate Leaders, Gen Z is telling you exactly what they need, are you listening?

When I speak to Gen Z about earning a Legacy, the number one question I get is, “How do I find my dream job”? What they really want to know is how to find a career that inspires them, supports their values and beliefs, and has a tremendous impact on the world.

For generations, people have built their lives around their careers. Their career determined where they lived and how they socialized; even the births of many children were planned around work schedules. Eventually, society termed the act of aligning every aspect of life with the demands of a career “finding work-life balance.” Work-Life Balance determined how a person would ideally build a robust career while trying to find a tolerable level of peace in all other areas of life.

Gen Z is turning that ideology upside down. They aren’t looking for a Work-Life Balance; they want a Life-Work Balance. Gen Z is unfairly getting a lot of heat for being vocal and animated about this change in perspective. They are accused of being lazy, unambitious, entitled, uninformed, and so on.

I want to point out they aren’t suggesting they don’t want robust careers or expect to have to work their way up the corporate ladder. They simply believe career success doesn’t need to come at the expense of other essential aspects of their lives and their personal subjective well-being (SWB), the measure of positive emotions, negative emotions, and how a person perceives their life.  

Throughout my life, when I interviewed for various roles, I was quizzed on the company’s mission statement and its underlying organizational values. I have walked through countless warehouses, manufacturing plants, and headquarters with framed quotes outlining the organization’s values. None of those calligraphed phrases were inherently wrong, but many weren’t compelling to me, either.  They reminded me of the bits of wisdom I got in a fortune cookie. The recitation of them was simply a means to an end – getting a job.

Instead of the traditional interview question about the company's mission and values, Gen Zers want their employers to understand what they stand for, their beliefs, and the impact they want to make.  They want their employer to grow their careers alongside them, to appreciate their individuality and unique thinking. They want organizations to respect and support their personal values and goals, as this can lead to a more engaged and productive workforce.

By aligning with the values and priorities of Gen Z, organizations can attract and retain top talent, foster a more engaged community of employees, and ultimately, see improved performance and stronger relationships. Engaged employees take more pride in their work and company, perform better, build stronger cross-functional relationships, and make better future leaders. They also become advocates for the company, evangelizing the rewards of working at their organization.