Namu Sampath: A Gen Z employee’s view of the ‘ideal workplace’ (Viewpoint)

SPRINGFIELD — My name is Namu, and I am a part of Generation Z.

We Gen Zers have heard all the stereotypes. We’re lazy and entitled, we’re on our phones too much, and we don’t want to work.

I’m here to tell you that that’s far from the truth. We’re go-getters, we’re digitally savvy, we care about the world, and we just want to find our place in it.

Unfortunately, that goal is getting harder and harder. The national unemployment rate is 4%, but among those 18 to 25, that rate is 8%, says Adaora Ubaka, associate professor at the University of Massachusetts Amherst Isenberg School of Management, whom I spoke with recently.

Part of the reason the rate is so high, she said, is because companies are outsourcing entry-level jobs that have historically gone to recent college graduates to artificial intelligence. It’s a major source of anxiety for her students, most of whom are in their final year of college and beginning to apply to jobs.

Ubaka describes herself as an “elder millennial,” but her work revolves around Gen Z. She is fascinated by this generation, one she says is by no means lazy.

“They are actually part of what’s called the hustle gen(eration),” she said.

That’s the ability to have a job and also a “side hustle,” or a secondary job that makes money. Gen Z is more entrepreneurial than previous generations, in her view.

In her work, she looks at what research has to say about Gen Z entering the workforce, and how this generation — my generation — is shaping workforce culture. The oldest of us are nearing the end of our 20s; the youngest are just entering high school.

By 2030, Gen Z will make up about a third of the workforce across the U.S., according to the National Association of Colleges and Employers.

Of my fellow reporters in the newsroom here at The Republican, I’m the youngest at 26. We’re evenly split between millennial (also known as Gen Y) employees born between 1981 and 1996, and Gen X employees, born 1965 to 1980. And there’s one baby boomer, born between 1946 to 1964.

It’s no secret that the “traditional workforce” is changing. The COVID-19 pandemic had a role to play in that. For example, companies that previously expected employees to be in-person five days of the week can now take on a hybrid approach. But the pandemic also eroded Gen Z’s trust in institutions, according to Edelman, a global public relations company.

The pandemic also made room for Gen Zers to lead the charge on the boom of the “gig economy,” formerly seen as the “alternative” career path, which includes jobs like driving for Uber or Lyft, doing food delivery for companies like DoorDash or making and/or selling unique crafted items on Etsy.

According to Fortune, the gig economy is growing three times faster than the traditional workforce.

I reached out to my peers on social media to learn what the “ideal workforce” looks like to them. Some work in media, like me. Others have STEM careers — engineers, for example — or they work in food services. Many have passions on the side that they are developing into secondary careers.

Do they work somewhere where their voices are heard and their needs are met? Where is there room for improvement?

Here is the bottom line: We want to work for people and companies that care about us. But that means the workforce has to adapt.

I’ll close with a 10-point list of workplace qualities my generation seeks.

1. Equitable pay: Gen Z wants to be paid more, and equitably, for their work. We demand salary transparency from potential employers, and we turn away from companies that don’t offer insight into the pay ladder. There is also a significant concern about the worsening economy: out-of-reach rent costs, student debt and high gas and grocery prices. Companies must be willing to understand the value we bring and pay us what we’re worth.
2. Work-life blending: Our work-life balance — and, especially our lives outside of work — are incredibly important to us. Working 9 a.m. to 5 p.m. means 9 a.m. to 5 p.m. We have hobbies and side hustles outside of our (typically) 40-hour work weeks. Companies should offer more than 10 or 14 days for vacation time. Research shows that Gen Z employees are “burning out” much faster than older generations. Having time to recuperate allows for higher productivity at work, and promotes increased happiness outside of work.
3. Mental health: Employers must be more open about having conversations about this and providing support. Ubaka, the UMass professor, says she built mental health days into her curriculum a few semesters ago — which her students appreciate. This generation, unlike any other, is much more likely to disclose mental health diagnoses, according to the Society for Human Resource Management, she said. My peers also say they want their employers to offer a clear distinction between “sick days” and “mental health days.”
4. Professional development: Companies must support younger employees’ goals. Overwhelmingly, the people who replied to my informal survey said there is a widening gap between senior level employees and younger employees. Having an opportunity to develop soft and hard skills — and for companies to support that growth — is imperative to the shifting workplace.
5. DEI: With the Trump administration’s attacks on diversity, equity and inclusion, more of my peers say they refuse to work at companies that have scaled back their support of DEI programs. On this note, companies also must promote gender equity in the workplace.
6. Collaborative work environment: It’s true COVID-19 stunted some of Gen Z’s socialization skills. Employees want to work with their colleagues on projects and want to learn from all of our team members. Plus points if our team members also want to learn from us.
7. Differing perspectives: We also want a workplace where our opinions, concerns and suggestions are taken seriously. We are a generation of people who advocate for ourselves and others.
8. Flexibility: Whether employers like it or not, the pandemic opened the door to hybrid work environments and alternative career paths. Companies must be adaptable to employees’ needs for a flexible work environment.
9. Purpose: We are vocal about systemic injustices. We want to work for companies that, frankly, give a damn about the world we live in. We want to feel like the work we do genuinely makes a difference; and we hope our employers care about the greater good.
10. More casual, more fun: And finally, work is work, but I feel it should also be fun. We want companies that encourage interpersonal friendships at work, we want less formal dress codes, and lenient policies on tattoos and piercings. Opportunities for teams to bond — or to find common ground — are OK in doses, too.