Does any of this, said about young people, sound familiar:

• [They] are high-minded because they have not yet been humbled by life and think they know everything.
• …do not foresee what is useful, squandering [their] money…
• Their language and manners are coarser than in the past.
• [more] saucy and disrespectful than ever before, showing contempt for authority.

They are from, respectively, the 4th Century BCE (Aristotle), the 1st Century BCE (Horace), the 14th Century CE (Yoshida Kenkō) and the 17th Century CE (Thomas Barnes).

Complaining about young people is as old as time, so Gen-Z, don’t despair: your turn will come.

In today’s diverse workplace, bridging the generational divide is more important than ever. As an older employee, working with Gen-Z colleagues can be an enlightening experience, filled with both challenges and opportunities. But first, let’s answer the obvious question: Who are “Gen-Z”? According to social scientists, marketing executives it is helpful to analyse social economic and cultural trends by bracketing people into approximate age groups:

• Silent Generation 1928-1945 (79-96 years old)
• Baby Boomers 1946-1964 (60-78 years old)
• Gen X 1965-1980 (44-59 years old)
• Millennials 1981-1996 (28-43 years old)
• Gen Z – 1997-2012 (12-27 years old)
• Gen Alpha 2013- (0-approx. 11 years old)

According to this categorisation I belong to the Boomer Generation – but we must also recognise that those born on the cusp of a new generation will most likely have much more in common with those to come than those who went before. In my case being born at the end of 1963 I have nearly nothing in common with my parents’ generation and much more with that of my 3-year younger brother. Besides calling myself a Gen-Xer sounds much cooler. And I don’t get so many patronising “OK Boomer” comments if I talk about my childhood. And yes, don’t be shocked:

Gen Alpha are now in Secondary school!

Gen-Z is often characterized by a set of traits that can be perceived negatively. They are seen as averse to overtime, preferring part-time roles that align with their lifestyle rather than the company’s needs. Their reluctance to work beyond the clock is often misinterpreted as laziness. They are also said to be disinterested in promotion or taking on responsibility. This might, of course, be attributed to a sense of futility in the face of economic hurdles like home ownership. They are reputed not to have interest in the lives of their colleagues, preferring to keep their work and private lives strictly segregated. Gen-Z also have a reputation for persistent lateness for meetings and their multitasking during discussions—whether they’re taking notes or attending to other tasks—is often scrutinized. In fact, their attitude to timekeeping is aptly summarized by the author Douglas Adams who said:

I love deadlines. I like the whooshing sound they make as they fly by.

One of my biggest complaints about this cohort over the years, my daughters are both Gen-Z, is their inability to fix a date and time to do something and then keep to it. Of course, “back in my day” there were no mobile phones. If we arranged to meet 5 schoolfriends on Saturday to go ice-skating, we turned up because not showing up meant not only no ice-skating and fun with friends but a barrage of complaints on Monday morning followed by a feeling of being left out when they laughed and talked about what they had done without us. The advent of mobile phones has meant that meeting-up times are fluid, and that anyone who is running late for some reason can quickly catch up with the others later because unlike when previous generations were young, they are very easily contactable. Moreso as tech evolves and things like “live location” are available. This issue with time keeping and the perceived rudeness attached to it is often one of the biggest annoyances between older generations and Gen-Z. One side think lateness is rude and disrespectful while the other side have no clue why they might think that because “sure we called you 5 minutes ago to say we would be late”.

It isn’t all negative though and these traits only tell half the story. Gen-Z bring a plethora of positive attributes to the workp(l)ace:

• Digital Natives: Their innate understanding of technology makes them invaluable in our digital-first world.
• Quick Thinkers: They often provide fresh perspectives and innovative solutions that may not occur to those with more experience.
• Eager Learners: Gen-Z’s ability to quickly learn and adapt to new projects is unparalleled.
• Tech-Savvy Innovators: Unafraid of new technologies, they are at the forefront of adopting tools like AI to streamline processes.
• Eco-Conscious: They are acutely aware of the environmental impact of our actions and advocate for sustainable practices.
• Work-Life Balance Advocates: Their pursuit of a balanced life is a reminder of the importance of personal well-being.
• Community Builders: While they may keep their private lives separate, they often form interest-based groups, fostering camaraderie over shared passions.

To work effectively with Gen-Z, it’s essential to recognize the value they bring and understand the context of their behaviours. Their approach to work reflects a changing landscape where flexibility, technology, and balance are prioritized. By fostering an inclusive environment that respects and integrates the strengths of all employees/colleagues we can create a much more dynamic, innovative, and cohesive workplace. It’s not just about adapting to Gen-Z, or Gen-Z adapting to established practices; it’s about all of us moving forward together, learning from each other, and building a team that accommodates diverse needs and perspectives. There is one thing about Gen-Z, though, that I have never managed to understand and would be very happy for comments on this: why is ending a text message with a full-stop considered rude? Up to now nobody has managed to give me a definitive, or indeed any, answer on this.