Gen Z in the Workforce: Shaping, Challenging, and Redefining the Future of Work

The future of the economy is in the hands of the next generation.

By 2025, Gen Z (those born roughly between 1996 and 2010) will comprise over a quarter of the global workforce, according to the World Economic Forum. Gen Z has had the privilege of growing up immersed in technology, with constant access to the internet, smartphones, and social media, making them the first digitally native generation. This familiarity makes them fluent in digital communication and more connected to the rest of the world than ever before. Gen Z is also deeply attuned to concepts such as mental health and work-life balance, which makes them more active in trying to find equality for all.

Finding ways to work with them has become more important as we strive for innovation. However, attracting Gen Z can be a struggle, as they are quite different to previous generations. Their identity, beliefs, and their place in the world is constantly being questioned and constantly changes, hence learning about Gen Z is an important step in helping companies find ways to attract them. Thus, this article will explore Gen Z, their attitudes and their opportunities for growth, especially in the context of automation.

The Digital-First Generation: Preferences and Expectations

Being so connected with the internet, and growing up with the rise of social media, Gen Z has become tech-dependant. The rise of social media has also helped to connect individuals to the rest of the world at a much higher rate than ever, which at the same time has allowed individuals to see the inequality within different communities, something which Gen Z seems largely focused on. Thus, they prefer mission-driven organisations that defend and bolster employee well-being, community impact, and environmental responsibility.

They expect companies to keep up with the times, meaning they also expect businesses to adopt modern technologies like robotic process automation (RPA) and artificial intelligence (AI) to eliminate mundane tasks and optimise creativity and strategy.

This generation is not content with the status quo. They demand that employers foster inclusive, digitally enabled environments and actively support mental health initiatives. For them, digital tools aren’t just conveniences, they’re essential components of a modern workplace. In fact, Gen Z is likely to be drawn to companies that utilise automation, provide flexible working options, and communicate their mission with clarity and purpose.

Despite it being brand new, ChatGPT and AI has revolutionised Gen Z. Almost all their tasks and questions are being directed to AI, even for simpler assignments. AI has become an important asset in their daily lives and so will be utilised in every function in the workspace too. Hence, having it readily available in your company to help make business processes easier is a great way to invite Gen Z into your company!

The Business Imperative: Why Gen Z Matters

As the years go by, Gen Z will become the main percentage of employees in the workspace, thus attracting Gen Z is not optional; it’s a necessity. In a recent Blue Prism-sponsored webinar, Edwin Klimkeit (Enterprise Executive Director, Blue Prism EMEA) and Melina Friedrich (Innovation Designer, Digital Impact Labs) highlighted how embracing Gen Z’s values and working style is vital to future-proofing business.

Klimkeit emphasised the importance of “bringing in new, fresh ideas” and aligning with emerging needs. Gen Z with its new values and standards for the world can bring in ideas that revolutionise the market as we know it. Friedrich added that innovation thrives in diverse teams, and so combining generational knowledge with new-age digital insights is important for growth within your company.

However, Gen Z’s adaptability can also raise challenges for employers and brands. This generation is known for their fluid identities, tailoring their behaviour to social contexts and expecting brands to do the same. A rigid or overly traditional brand image risks hostility. Gen Z wants to be seen and heard but also feel safe from criticism. As such, they often seek to align with brands that take a stand for something meaningful, without requiring them to take personal risks themselves.

Interestingly, while Gen Z values diversity, they also prefer not to stand out too much. They want inclusive representation in marketing, but excessive emphasis on “making a difference” can make them uncomfortable. Brands and employers need to strike a delicate balance: celebrating diversity while creating unifying messages that don’t polarise marginalised communities.

Despite the clear advantages Gen Z brings to the workforce, their entry is not without its challenges. Growing up immersed in rapid digital feedback loops, many Gen Zs struggle with sustained focus. The average Gen Z user unlocks their phone around 280 times per day and exchanges hundreds of messages, which can lead to digital exhaustion and decreased productivity if not carefully managed.

They carry high expectations but often have a low tolerance for outdated systems. They anticipate quick decision-making, constant feedback, and seamless digital efficiency, some of which can create friction in hierarchical or traditional top company structures. Their strong desire for purpose and transparency also means they are more likely to leave employers that fail to align with their personal values.

Their hyper-connected lives have contributed to increased levels of anxiety, burnout, and loneliness. Exacerbated by the Great Recession and financial crisis of 2008, and the impacts of COVID-19, 1-in-3 Gen Zs have reported symptoms related to depression and anxiety. Although Gen Z is vocal about the need for mental health support, businesses still face difficulties addressing these issues on a large scale. Traditional HR models may no longer be sufficient, and companies need to rethink how they approach wellness in the digital age.

Additionally, many Gen Zs are conflict-averse and tend to favour indirect communication. While this may promote harmony on the surface, if not done correctly, it can weaken feedback loops and strain team dynamics, particularly in high-pressure or fast-paced environments.

While it can seem overwhelming, especially to older generations, to stay competitive, companies must go beyond mere accommodation and evolve in step with Gen Z’s values and working styles. This includes creating digitally optimised environments, where tools like RPA and AI-powered platforms become core to operations, enabling employees to focus on more strategic, creative work.

Mental wellness initiatives are also essential: normalising mental health days, investing in digital well-being tools, and allowing flexibility without sacrificing responsibility. At the same time, businesses must demonstrate authentic values and ethical leadership. Gen Z can quickly detect performative gestures, so walking the talk on issues like sustainability and inclusion is non-negotiable.

Finally, agility and continuous learning must be built into the organisation’s foundation. As a generation known for job mobility and a hunger for growth, Gen Z expects opportunities to learn, upskill, and advance, especially within structures that are flexible, collaborative, and forward-looking.

Gen Z’s integration into the workforce is catalysing a broader transformation in workplace culture, tools, and expectations. Their presence is forcing businesses to become more agile, values-driven, and employee-centric. But the journey won’t be easy. Bridging generational gaps, managing digital overload, and redefining leadership for a more empathetic era are challenges yet to be fully solved.

Still, if companies are willing to listen, adapt, and invest in both technology and human capital, they’ll not only attract Gen Z, but they’ll also future-proof their organisations for the decades to come.

Written By Joshua Van Aswegen