There are some workplace norms that the older generations should have evicted long ago. Take working long hours. Monster’s State of the WorkWeek report found that 45% of employees consider themselves workaholics, but for Gen Z, working long hours is excessive and unnecessary.
That’s just one of the workplace norms that Gen Z isn’t buying into.
Work norms that are a hard pass for Gen Z
Gen Z is pushing back on a range of workplace norms that used to be accepted as “just part of the job.” It’s forcing employers to reconsider what really matters in the workplace.
1. Formal degree requirements
Gen Z thinks traditional higher education doesn’t adequately prepare them for the workforce. Many say it doesn’t provide the practical experience they need to thrive. Instead, they see more value in certifications, trade programs, and targeted coursework that build specific, job-ready skills. From their point of view, they’re choosing a path that aligns more with the job market.
2. One-way loyalty
The idea of sticking with one job until retirement isn’t realistic to Gen Z, especially if the loyalty isn’t mutual. They’ve seen how quickly a job can end in a layoff, restructuring, or business shutdown. So instead of tying themselves to one organization for the long haul, they’re focused on protecting their stability and well-being. They’re more willing to leave if they’re not growing or don’t feel valued.
3. Tolerating toxic managers
For a long time, having a bad boss was almost treated like a rite of passage, but not for Gen Z. They’re not willing to tolerate managers who treat them unfairly, dismiss their input, or constantly micromanage their work. No amount of money is enough to make them stay in a toxic environment. And they’re not quiet about it either—they’ll post on social media platforms to warn others about the company and the troublesome manager.
4. Ignoring mental health
There’s a clear generational divide on mental health. Gen Z is far more open about discussing it, whereas older generations shrug it off as the “stuff” you leave at the door. For Gen Z, work is one of the most significant influences on how they feel day to day. They believe their managers have a huge impact on their mental health, as they control their workload and set the tone for the workplace. That’s why separating mental health doesn’t make sense to them.
5. Undervaluing purpose
Meaningful work matters more to Gen Z than many employers realize. In fact, 89% of Gen Z feel that purpose-driven work is essential to their job satisfaction and overall well-being. They want to feel like their work positively contributes to the world around them. If it doesn’t, they at least want a good work-life balance and a salary that allows them to support the causes they care about.
Rethinking company culture
Going over those workplace norms makes me question why they’ve been in place for so long. It pains me to admit it, but they’re ingrained in so many facets of most company cultures. Here are my top three recommendations for a generational reset:
Anchor everyday work to what’s real
- Show employees how their work impacts customers, drives revenue, or supports the business. Call out specific examples.
- Highlight how a project improved a process or contributed to a key result. Make the connections visible and real-time.
- Don’t wait until performance reviews or company updates. When employees can plainly see the outcomes of their contributions, their work feels meaningful.
Redesign the onboarding experience
- Onboarding is usually front-loaded and then disappears. Stretch it out over 60-90 days, layering in scheduled feedback and coaching checkpoints.
- Pay attention to how they work. What do they pick up quickly? Where are they struggling?
- As their onboarding comes to an end, develop a learning path tailored to their skill gaps so they can continue growing.
Audit your unwritten rules
- Take a closer look at the behaviors your workplace rewards. What habits get recognized most often? What’s quietly discouraged?
- Conduct anonymous surveys to understand how employees perceive company culture. Focus groups may also work, but only if there’s strong psychological safety.
- Compare the unspoken norms with your company’s values and identify any disconnects that need to be addressed.
Read more about company culture
