Generation Z, born between 1997 and 2012, is transforming workplace dynamics with a clear vision: work should not consume life, but coexist with it. As they enter the professional world, these young individuals bring not only digital skills and an innovative mindset but also radically different expectations about where, how, and why to work.
One of the most revealing data points confirms it: in 2024, 60% of Gen Z college graduates in the United States prefer a hybrid work model, combining office days with remote work. Only 4% want to work fully remotely, and 36% still opt for the traditional in-office model.
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Hybrid as Balance, Not as Concession
For Gen Z, the hybrid model is not a post-pandemic trend, but a structural necessity. It represents a balance between social interaction and individual productivity. Unlike Millennials, who drove the fully remote work movement, Gen Z values face-to-face connections and learning in physical environments… but without giving up the flexibility that supports their well-being.
The hybrid model allows them to:
- Avoid unnecessary commuting that consumes time and resources.
- Protect their mental health by managing stress and limiting continuous workplace exposure.
- Build real social and professional networks, which they recognize as essential for growth.
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Are They Less Productive From Home?
However, not everything is enthusiasm. According to Provoke Insights, only 23% of Gen Z feel as productive working from home as they do in the office, compared to 65% of Baby Boomers. This suggests that while they demand flexibility, they are still developing the skills needed for efficient remote work, such as self-management, discipline, and time organization.
This reality also explains why fully remote work is not this generation’s favorite option: they know they still need guidance, mentorship, and structure to grow professionally.
Why Do Gen Z Quit Their Jobs?
Gen Z’s view on work also reflects in their attitude toward employment. They are more likely to quit if they’re not satisfied. In 2022, 54% said they would leave their job for an unsatisfactory salary, 42% due to burnout or lack of work-life balance, and 37% because they were not doing something they were passionate about.
This shows they are not just looking for financial stability but purpose, emotional health, and alignment with personal values.
They Want to Learn… But Not Just Anything
Gen Z also has clear expectations regarding professional development. The majority want leadership training (49%), mental health education (47%), and soft skills development (48%). Interestingly, cybersecurity and environmental topics are among the least prioritized, indicating a more immediate need for personal rather than technical competencies.
This reflects a strong interest in becoming conscious leaders, beyond mastering tools or technology.
How Should Companies Respond?
Companies seeking to attract and retain Gen Z talent must rethink not only their work models but also their corporate culture. Some key actions to align with their expectations include:
- Offering hybrid work by design, not as an exception.
- Promoting psychologically safe environments where talking about mental health is not taboo.
- Investing in personal development and early leadership.
- Clearly defining the company’s purpose, as this generation wants to work for something bigger than a paycheck.
Work as a Part of Life, Not Its Center
Generation Z is building a new psychological contract with the workplace. Competitive salaries or flashy job titles are no longer enough. What they seek are real conditions to grow, rest, learn, and live. And in that equation, hybrid work is not a luxury: it is the foundation of a healthy and sustainable work relationship.
