October 10, 2025 • 13 mins
Join Manya Shukla’s show to learn about latest trends on HR and on Personal growth
This show is titled
‘’GenZ at the workplace”
Radio.NewHeightsEducation.org
Info@NewHeightsEducation.org
Sources:
https://www.forbes.com/sites/jackkelly/2025/04/01/gen-zs-takeover-and-redefining-the-workplace/
https://www.culturemonkey.io/employee-engagement/problems-with-gen-z-in-the-workplace/
https://www.togetherplatform.com/blog/what-motivates-gen-z-in-the-workplace
https://www.forbes.com/councils/forbeshumanresourcescouncil/2024/02/05/the-impact-of-gen-z-in-the-workplace/
https://www.springhealth.com/blog/characteristics-gen-z-in-the-workplace
https://health.calm.com/resources/blog/how-employers-can-help-improve-the-mental-well-being-of-gen-z-workers/
https://www.forbes.com/councils/forbesbusinesscouncil/2024/03/20/gen-z-in-the-modern-workplace-mental-health-and-well-being-matters/
https://extensishr.com/resource/blogs/what-does-gen-z-want-in-the-workplace/
https://www.forbes.com/sites/jackkelly/2023/07/31/gen-z-is-labeled-as-difficult-in-the-workplace-but-theres-more-to-the-story/
https://www.forbes.com/sites/chriswestfall/2025/01/04/the-gen-z-catch-22-workforce-challenges-threatening-careers-in-2025/
https://www.deloitte.com/global/en/issues/work/genz-millennial-survey.html
https://www.hibob.com/guides/challenges-with-gen-z-in-the-workplace/
https://www.wework.com/ideas/workspace-solutions/how-gen-z-is-changing-the-workplace
https://www.forbes.com/sites/jackkelly/2025/04/01/gen-zs-takeover-and-redefining-the-workplace/
Become a supporter of this podcast: https://www.spreaker.com/podcast/new-heights-show-on-education--4114185/support.
This show is titled
‘’GenZ at the workplace”
Radio.NewHeightsEducation.org
Info@NewHeightsEducation.org
Sources:
https://www.forbes.com/sites/jackkelly/2025/04/01/gen-zs-takeover-and-redefining-the-workplace/
https://www.culturemonkey.io/employee-engagement/problems-with-gen-z-in-the-workplace/
https://www.togetherplatform.com/blog/what-motivates-gen-z-in-the-workplace
https://www.forbes.com/councils/forbeshumanresourcescouncil/2024/02/05/the-impact-of-gen-z-in-the-workplace/
https://www.springhealth.com/blog/characteristics-gen-z-in-the-workplace
https://health.calm.com/resources/blog/how-employers-can-help-improve-the-mental-well-being-of-gen-z-workers/
https://www.forbes.com/councils/forbesbusinesscouncil/2024/03/20/gen-z-in-the-modern-workplace-mental-health-and-well-being-matters/
https://extensishr.com/resource/blogs/what-does-gen-z-want-in-the-workplace/
https://www.forbes.com/sites/jackkelly/2023/07/31/gen-z-is-labeled-as-difficult-in-the-workplace-but-theres-more-to-the-story/
https://www.forbes.com/sites/chriswestfall/2025/01/04/the-gen-z-catch-22-workforce-challenges-threatening-careers-in-2025/
https://www.deloitte.com/global/en/issues/work/genz-millennial-survey.html
https://www.hibob.com/guides/challenges-with-gen-z-in-the-workplace/
https://www.wework.com/ideas/workspace-solutions/how-gen-z-is-changing-the-workplace
https://www.forbes.com/sites/jackkelly/2025/04/01/gen-zs-takeover-and-redefining-the-workplace/
Become a supporter of this podcast: https://www.spreaker.com/podcast/new-heights-show-on-education--4114185/support.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:42):
Everyone, Welcome to the New Highs Show on Education. My
name is Manya Shukla and you are with me on
the another episode of Empowering HR within the Workforce, your
go to podcast for the ever evolving word of HR.
This podcast is the way of sharing insights on building
(01:02):
a more effective and efficient workforce. Were also focusing on
your personal growth. If you tip into our previous episode,
thank you so much for your support. We talked about
multi generations at the workplace. If you missed it, be
sure to check it out. So as I mentioned earlier
(01:30):
that we talked about multi generations at the workplace in
our last episode, so this time I thought to continue
that segment and just focus on one of the generations
which we that we call as a future of our workplace,
that is gen Z. So today I am going to
(01:50):
talk about gen Z, like what are the impact of
gen Z at the workplace, what are their challenges and
how how we can like what motivates gen Z at
the workplace? So let's start by seeing the impact uh
(02:13):
that is there by gen Z at the workplace. So
number one is digital and technical expertise. So since they
have spent their formative years in the world of technology.
Speaker 2 (02:27):
Uh.
Speaker 1 (02:28):
They are Uh. They are more fluent digitally and even
encouraged to use more of the latest technology and interested
to contribute into tech driven positions. And because they are
digitally and technically good, this makes them to have a potential.
Speaker 2 (02:47):
To be more productive at the workplace.
Speaker 1 (02:52):
The second I have here is a global mindset. So
with the use of social media, this generation knows what's
going on in the world and they are ready to
collaborate with the world to make it a better place.
The third one is mental health. So for this generation,
(03:15):
quality of life is a metric. For them, well being
comes first. And they don't appreciate to work late or
they appreciate to work smart. They don't want to like
work hard and just be in the office all day.
They just want to they just want to have some
(03:36):
some of their own time, some of their family time.
Speaker 2 (03:40):
Uh.
Speaker 1 (03:40):
And again for them, mental health is important, the quality
of life is important, so they like they emphasis on
more on like again working smart. In fact, of recent
college graduates say that they want to be able to
(04:03):
discuss the mental wellness at work, according to Monsters twenty
twenty four State of Graduate Report, So they know what
is the what is the importance of mental health and
they also know they are They are also aware that
if our if our mental health is good, then the
(04:25):
workplace will be will will be a better place. The
fourth one here is social responsibility. So again they are
aware of environmental impact and social issues. Uh, they mostly
want want to join the organization that is balancing profitability,
(04:47):
social responsibility and environmental protection as well. So they want
so this generation wants a wants to work with a
purpose and they want.
Speaker 2 (04:59):
To give their give the impact.
Speaker 1 (05:01):
So for them and again with the social media and everything,
they're aware of.
Speaker 2 (05:10):
What is going around them.
Speaker 1 (05:12):
So that is why they would appreciate to work in
an organization which is giving good to the community. Value
company culture. So this generation value company culture and appreciate
to being the organization which can provide more flexibility where
they feel more included. And they also want to adapt
(05:36):
and embrace the change.
Speaker 2 (05:40):
So this was all about.
Speaker 1 (05:42):
The impact of this generation. Let's talk about what are
the challenges. I'm sorry, So challenges is adapting to corporate etiquette.
Having grown up in casuals forced culture, this generation may
(06:02):
struggle with traditional workplace etiquetes such as formal communication, professional
dress code, and hierarchical structures.
Speaker 2 (06:13):
HR managers can.
Speaker 1 (06:14):
Bridging this like they can bridge this gap by setting
a clear expectation and adaptability from both employers. Sorry, not
a clear expectation and some guidelines from both employers and employees.
The second one is workplace loyalty. Career cushioning is something
(06:36):
this generation loves to do because they are mostly purpose
given and they prefer to be in the direction where
they are working to get their purpose and goal rather
than being loyal to an organization.
Speaker 2 (06:48):
And HR can.
Speaker 1 (06:49):
Help in their career planning and provide the ample of
opportunity to keep them re retained. The next one is
work structure. So this generation aren't much in the favor
of hierarchical structure.
Speaker 2 (07:06):
Uh.
Speaker 1 (07:07):
They are like most of them, they prefer collaborative environment.
They want more collaboration and better contribution in the workforce.
The fourth one is feedback. So they want to have
an instant feedback when there is a delay on the
(07:27):
same uh. They they just don't like it. They they
want they want instant feedback on their work like what
did they do?
Speaker 2 (07:36):
Uh?
Speaker 1 (07:37):
And to meet this need, manager should incorporate a regular
UH digital chickens and provide like recognition and guidance through
the channel like what they already use the next time
I have areas maintaining focus. So in the era of
(07:58):
getting constant notifications from social media emails, they find it
difficult in maintaining focus. What managers can do is that
they should provide them a training on effective time management.
Speaker 2 (08:11):
They so that they understand the value of time.
Speaker 1 (08:16):
Now before moving to the next segment, let's take a
quick break and we will move back soon.
Speaker 3 (08:23):
Are you enjoying the New Height Show on Education. If
you love our show, please consider liking and following us
on your favorite podcast player. To learn more, visit Radio
dot New Heights Education dot org or email us at
info at New Heights Education dot org. Listen in on
Wednesdays for Education in the News with host Pam Laclark
(08:47):
at six pm and Fridays for our Empowering hr in
the Workforce with host Manyashukla at seven pm. And don't
forget to check out our organization's website for the ether
updates of courses, reading programs, comic books, magazines, informational services
(09:07):
and happenings for even to learn how you can become
a volunteer, consider donating to our calls at www dot
New Heights education dot org.
Speaker 2 (09:22):
Welcome back listeners.
Speaker 1 (09:23):
So now let's move to the segment on what motivates
this generation.
Speaker 2 (09:32):
I'm sorry.
Speaker 1 (09:34):
So Number one is flexibility and balance. Flexibility and balance
is highly valued by gen Z and researchers from Future
Forum found that forty eight percent of desk job workers
aged eighteen to twenty nine feel burned out. Plus the
survey respondents that said they are dissatisfied with the level
(09:58):
of flexibility at their job for forty three percent more
likely to report burnout. So flexibility and work life balance
is something which is the first first thing to be
appreciated by most of the gen zs. The second is collaboration,
(10:21):
so this generation doesn't want to be outside.
Speaker 2 (10:25):
In the meeting.
Speaker 1 (10:26):
They want to be included and get all the answers
of why behind decisions that is directly impact their task
and performance and performance review.
Speaker 2 (10:38):
The third is technology.
Speaker 1 (10:40):
Again, as they are raised in that tech dominated environment,
they have a low tolerance for inefficient and outdated tools.
They highly appreciate workplace that allows that allows that use
high technologies and sorry high tech, high high technologies and
(11:02):
updated softwarees UH which which allows them.
Speaker 2 (11:07):
To to be more productive. I'm sorry. The last one
I have here is purpose. Uh. I think I mean
this point.
Speaker 1 (11:20):
I have already covered there, but purpose is something that motivates.
Speaker 2 (11:25):
Uh gen z.
Speaker 1 (11:27):
Uh. And they don't want to They don't want to
just earn for their for their living. They also want
to earn for the for the purpose, for the community.
Most of them appreciate the clarity in their roles and
want to know like how positively they are impacting the
community and like what what changes their role is bringing
(11:51):
in the community as well. So, uh, that's all for
today's episode to like to conclude, Uh, I just want
to say that this generation like gen Z are redefining
like why we work. Their focus on well being and
(12:12):
technology is reshaping the workplace in a positive input and
productive manner. And uh, the organization or the manager they
should also listen to them. They should also evolve with them.
They should also learn with them, because yes, they are
the future and they are the future of the work workplace.
(12:35):
So I hope that you like today's episode.
Speaker 2 (12:38):
UH.
Speaker 1 (12:39):
And I have already listed down all the websites articles
from which I have got help to create this uh
this episode. So if you want to check them out,
just uh they just check them out. They are wonderful.
Speaker 2 (12:54):
Uh uh.
Speaker 1 (12:56):
They have a good information about this and again, thank
you so much. Sport Tuning In have a great weekend.
Thank you than
Everyone, Welcome to the New Highs Show on Education. My
name is Manya Shukla and you are with me on
the another episode of Empowering HR within the Workforce, your
go to podcast for the ever evolving word of HR.
This podcast is the way of sharing insights on building
(01:02):
a more effective and efficient workforce. Were also focusing on
your personal growth. If you tip into our previous episode,
thank you so much for your support. We talked about
multi generations at the workplace. If you missed it, be
sure to check it out. So as I mentioned earlier
(01:30):
that we talked about multi generations at the workplace in
our last episode, so this time I thought to continue
that segment and just focus on one of the generations
which we that we call as a future of our workplace,
that is gen Z. So today I am going to
(01:50):
talk about gen Z, like what are the impact of
gen Z at the workplace, what are their challenges and
how how we can like what motivates gen Z at
the workplace? So let's start by seeing the impact uh
(02:13):
that is there by gen Z at the workplace. So
number one is digital and technical expertise. So since they
have spent their formative years in the world of technology.
Speaker 2 (02:27):
Uh.
Speaker 1 (02:28):
They are Uh. They are more fluent digitally and even
encouraged to use more of the latest technology and interested
to contribute into tech driven positions. And because they are
digitally and technically good, this makes them to have a potential.
Speaker 2 (02:47):
To be more productive at the workplace.
Speaker 1 (02:52):
The second I have here is a global mindset. So
with the use of social media, this generation knows what's
going on in the world and they are ready to
collaborate with the world to make it a better place.
The third one is mental health. So for this generation,
(03:15):
quality of life is a metric. For them, well being
comes first. And they don't appreciate to work late or
they appreciate to work smart. They don't want to like
work hard and just be in the office all day.
They just want to they just want to have some
(03:36):
some of their own time, some of their family time.
Speaker 2 (03:40):
Uh.
Speaker 1 (03:40):
And again for them, mental health is important, the quality
of life is important, so they like they emphasis on
more on like again working smart. In fact, of recent
college graduates say that they want to be able to
(04:03):
discuss the mental wellness at work, according to Monsters twenty
twenty four State of Graduate Report, So they know what
is the what is the importance of mental health and
they also know they are They are also aware that
if our if our mental health is good, then the
(04:25):
workplace will be will will be a better place. The
fourth one here is social responsibility. So again they are
aware of environmental impact and social issues. Uh, they mostly
want want to join the organization that is balancing profitability,
(04:47):
social responsibility and environmental protection as well. So they want
so this generation wants a wants to work with a
purpose and they want.
Speaker 2 (04:59):
To give their give the impact.
Speaker 1 (05:01):
So for them and again with the social media and everything,
they're aware of.
Speaker 2 (05:10):
What is going around them.
Speaker 1 (05:12):
So that is why they would appreciate to work in
an organization which is giving good to the community. Value
company culture. So this generation value company culture and appreciate
to being the organization which can provide more flexibility where
they feel more included. And they also want to adapt
(05:36):
and embrace the change.
Speaker 2 (05:40):
So this was all about.
Speaker 1 (05:42):
The impact of this generation. Let's talk about what are
the challenges. I'm sorry, So challenges is adapting to corporate etiquette.
Having grown up in casuals forced culture, this generation may
(06:02):
struggle with traditional workplace etiquetes such as formal communication, professional
dress code, and hierarchical structures.
Speaker 2 (06:13):
HR managers can.
Speaker 1 (06:14):
Bridging this like they can bridge this gap by setting
a clear expectation and adaptability from both employers. Sorry, not
a clear expectation and some guidelines from both employers and employees.
The second one is workplace loyalty. Career cushioning is something
(06:36):
this generation loves to do because they are mostly purpose
given and they prefer to be in the direction where
they are working to get their purpose and goal rather
than being loyal to an organization.
Speaker 2 (06:48):
And HR can.
Speaker 1 (06:49):
Help in their career planning and provide the ample of
opportunity to keep them re retained. The next one is
work structure. So this generation aren't much in the favor
of hierarchical structure.
Speaker 2 (07:06):
Uh.
Speaker 1 (07:07):
They are like most of them, they prefer collaborative environment.
They want more collaboration and better contribution in the workforce.
The fourth one is feedback. So they want to have
an instant feedback when there is a delay on the
(07:27):
same uh. They they just don't like it. They they
want they want instant feedback on their work like what
did they do?
Speaker 2 (07:36):
Uh?
Speaker 1 (07:37):
And to meet this need, manager should incorporate a regular
UH digital chickens and provide like recognition and guidance through
the channel like what they already use the next time
I have areas maintaining focus. So in the era of
(07:58):
getting constant notifications from social media emails, they find it
difficult in maintaining focus. What managers can do is that
they should provide them a training on effective time management.
Speaker 2 (08:11):
They so that they understand the value of time.
Speaker 1 (08:16):
Now before moving to the next segment, let's take a
quick break and we will move back soon.
Speaker 3 (08:23):
Are you enjoying the New Height Show on Education. If
you love our show, please consider liking and following us
on your favorite podcast player. To learn more, visit Radio
dot New Heights Education dot org or email us at
info at New Heights Education dot org. Listen in on
Wednesdays for Education in the News with host Pam Laclark
(08:47):
at six pm and Fridays for our Empowering hr in
the Workforce with host Manyashukla at seven pm. And don't
forget to check out our organization's website for the ether
updates of courses, reading programs, comic books, magazines, informational services
(09:07):
and happenings for even to learn how you can become
a volunteer, consider donating to our calls at www dot
New Heights education dot org.
Speaker 2 (09:22):
Welcome back listeners.
Speaker 1 (09:23):
So now let's move to the segment on what motivates
this generation.
Speaker 2 (09:32):
I'm sorry.
Speaker 1 (09:34):
So Number one is flexibility and balance. Flexibility and balance
is highly valued by gen Z and researchers from Future
Forum found that forty eight percent of desk job workers
aged eighteen to twenty nine feel burned out. Plus the
survey respondents that said they are dissatisfied with the level
(09:58):
of flexibility at their job for forty three percent more
likely to report burnout. So flexibility and work life balance
is something which is the first first thing to be
appreciated by most of the gen zs. The second is collaboration,
(10:21):
so this generation doesn't want to be outside.
Speaker 2 (10:25):
In the meeting.
Speaker 1 (10:26):
They want to be included and get all the answers
of why behind decisions that is directly impact their task
and performance and performance review.
Speaker 2 (10:38):
The third is technology.
Speaker 1 (10:40):
Again, as they are raised in that tech dominated environment,
they have a low tolerance for inefficient and outdated tools.
They highly appreciate workplace that allows that allows that use
high technologies and sorry high tech, high high technologies and
(11:02):
updated softwarees UH which which allows them.
Speaker 2 (11:07):
To to be more productive. I'm sorry. The last one
I have here is purpose. Uh. I think I mean
this point.
Speaker 1 (11:20):
I have already covered there, but purpose is something that motivates.
Speaker 2 (11:25):
Uh gen z.
Speaker 1 (11:27):
Uh. And they don't want to They don't want to
just earn for their for their living. They also want
to earn for the for the purpose, for the community.
Most of them appreciate the clarity in their roles and
want to know like how positively they are impacting the
community and like what what changes their role is bringing
(11:51):
in the community as well. So, uh, that's all for
today's episode to like to conclude, Uh, I just want
to say that this generation like gen Z are redefining
like why we work. Their focus on well being and
(12:12):
technology is reshaping the workplace in a positive input and
productive manner. And uh, the organization or the manager they
should also listen to them. They should also evolve with them.
They should also learn with them, because yes, they are
the future and they are the future of the work workplace.
(12:35):
So I hope that you like today's episode.
Speaker 2 (12:38):
UH.
Speaker 1 (12:39):
And I have already listed down all the websites articles
from which I have got help to create this uh
this episode. So if you want to check them out,
just uh they just check them out. They are wonderful.
Speaker 2 (12:54):
Uh uh.
Speaker 1 (12:56):
They have a good information about this and again, thank
you so much. Sport Tuning In have a great weekend.
Thank you than
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