Hey HR folks!👋

Hope things have been running smoothly on your end 😄

Today, we talk about Gen Z. I don’t think Gen Z is confusing. What’s confusing is how often their preferences get reduced to stereotypes about entitlement, attention spans, or “not wanting to work.” In reality, I would say most of the friction comes from employers misreading what this generation actually expects from work. 🤔 

In this edition, we’re breaking down what Gen Z employees really care about, what employers keep getting wrong, and how HR teams can address these challenges without overcorrecting.

Today’s edition is presented by SelectSoftware Reviews

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👇️ Coming up

In today’s edition

🔍️ What employers still keep missing about Gen Z

🛋️ The Break Room: What's your biggest challenge when working with Gen Z employees?

📰 Human Readsources: EEOC investigates Nike's DEI practices, Workday announces layoffs, and court dismisses high-profile DEI lawsuit."

💭 Opening thoughts

What employers still keep missing about Gen Z

Did you know that 74% of HR leaders have previously admitted their organizations aren't fully prepared to meet this generation's workplace expectations?

That gap is often filled with stereotypes. Lazy. Entitled. Hard to manage. Sound familiar? It should. These were the same labels slapped onto millennials not that long ago. Companies that fail to accurately understand Gen Z (or any new generation) beyond stereotypes risk not only missing out on top talent but also compromising innovation, diversity initiatives, and long-term succession planning.

HR professionals and company leaders must prioritize merely accommodating Gen Z to leveraging their unique perspectives, serving as the critical bridge between traditional leadership structures and a generation shaped by unprecedented technological and social change.

For easy reading

🧠 Let’s unpick

Let's be honest: I think we've got a Gen Z situation in HR. You're caught between

• Executives complaining they can't find "loyal" young talent and managers frustrated by the different working style of Gen Z.

• Meanwhile, your Gen Z employees are questioning everything from your office hours to your purpose statement.

This disconnect is likely threatening your talent pipeline and organizational culture. The real problem is not Gen Z's work ethic; it's our outdated expectations about how work should happen.

The data tells a different story than the stereotypes. Gen Z isn't lazy, they are just responding rationally to a changed employment contract.

• Nearly 40% of Gen Z workers report feeling misunderstood by managers, while 73% say they're judged unfairly for wanting work-life balance".

• They're not entitled, they're pragmatic. Gen Z witnessed their parents sacrifice everything for companies that later downsized them during economic downturns, leading 62% to prioritize job security and 71% to value meaningful work over traditional career paths".

• They don't lack skills, they lack the training we've failed to provide in a post-pandemic workplace.

As HR leaders, we need to recognize that bridging this isn't about "fixing" Gen Z, it's about evolving our workplaces. The organizations that thrive won't be

• those demanding young workers adapt to outdated norms, but

• those creating environments where outcome-focused work, meaningful purpose, and two-way loyalty flourish.

Getting this right isn’t about keeping up with trends. It’s about building a talent strategy that works now and in the long term and making sure your organization is ready for the workforce it already has.

You can read more at...

🔗 Gen Z: Challenging Workplace Stereotypes and Unlocking New Potential (Raconteur)

🔗 Gen Z Values Clash with Workplace Expectations: Finding Middle Ground (Psychology Today)

🔗 Generational Work Divide: Boomer Assumptions vs Gen Z Reality (Silicon Canals)"

🎬 Lights, camera, action!

Takeaway (and try this 👇)

If you’re in early discovery mode, here are practical ways to start exploring the 4 day work week operating model:

1. 🔄 Redesign your onboarding to include clear expectations, structured check-ins, and digital-first training materials that don't assume prior workplace knowledge.

2. 🏆 If you are still doing annual reviews, replace it with regular feedback sessions and clear growth metrics that show Gen Z exactly how they can advance within your organization.

3. 🕰️ Implement flexible work policies that focus on outcomes rather than hours logged, measuring productivity by results instead of presence.

4. 🤝 Create cross-generational mentorship programs where knowledge flows both ways. Gen Z gains workplace wisdom while sharing digital fluency and fresh perspectives.

5. 🌟 Connect company values to daily tasks by explicitly showing how each role contributes to the organization's purpose and impact in team meetings and project briefs.

👀 Too long didn’t read

TLDR

Don’t blame Gen Z for being "entitled" when they're actually responding rationally to a transformed workplace, they're not asking for special treatment, just meaningful work, fair feedback, and the same loyalty companies expect from them.

☕The break room

What’s your take?

📚 Additional reading

Human Readsources

1. ⚖️ EEOC Subpoenas Nike Over DEI Practices (HR Brew) - EEOC subpoenas Nike for DEI practices amid discrimination concerns.

2. 📉 Workday Cuts 2% of Staff in Restructuring Move (HR Executive) - Workday cuts 2% of jobs, shifts focus to revenue-generating roles.

3. ⚖️ Judge Dismisses Missouri's Lawsuit Against Starbucks DEI Programs (HR Dive) - Judge dismisses Missouri's lawsuit against Starbucks' DEI programs."

That’s it for today.

Thanks for reading to the end and we hope today’s edition sparked some new ideas for your workplace! 🧠

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