The entrance of Gen Z into the industry in 2022 has saturated the marketplace with young adults full of passion and knowledge, eager to make their mark on the career ladder. As they seek work experiences with innovative ideas, they aim to revolutionize existing work systems. Challenges have arisen since the post-pandemic era and the increased workload clashes with internet culture.
According to Hassan Choughari, businesses that want to thrive amid these fast-paced changes understand that the potential of Gen Z is not just advantageous but essential to harness. While Baby Boomers have proven their quality through enduring work ethics and high levels of loyalty, Generation X is known for their entrepreneurial spirit, and Millennials for their tech-savvy nature and collaborative approach. To complement the roles of each generation in a company, Gen Z emphasizes a critical view of a healthy work-life balance, prompting organizations to reconsider their policies and redefine the corporate world. Agile companies are starting to upgrade their programs by including mental health support, creating more humane working conditions, and designing time-efficient work arrangements. In return, this modern development increases employee retention and productivity, valuing both physical and mental well-being.
The DNA of Many Indonesian Companies
In Indonesia, the term “Asal Bapak Senang” (keeping the boss happy) has been deeply rooted in the work culture of most conservative companies. From a group discussion conducted by Thierry Sanders on Medium.com, the Yes-Man culture is an obstacle in many Indonesian companies. Unfortunately, this is the DNA of how most Indonesian corporations operate. Hence, the hierarchical (and patriarchal), non-transparent, and conflict-avoidant system is considered problematic and inefficient by Gen Z. In many cases, some Gen Z employees who are brave enough to address the elephant in the room are perceived as weak or rebellious by senior employees. This constructive criticism is often considered disrespectful.
How The Internet Makes Gen Z Appear More Lazy
The pandemic has limited the hangout culture among employees, leading to a more individualistic approach. On the positive side, this shift has allowed more companies to implement effective hybrid systems, giving employees more time for themselves and their families. However, the decrease in solidarity gained from conversations during after-work gatherings has been significant. Although venting about work remains a common coping mechanism, the internet has become a platform where Gen Z shares their work experiences, including complaints about the work system in Indonesia compared to other countries. In the past, such grievances were shared privately, and the sense of solidarity made it easier to collectively lift the burdens of the company. This is why it is so easy to pinpoint the weaknesses in Gen Z, as most of their complaints are recorded online.
Where We Don’t Meet
It makes perfect sense that some experienced workers believe there is a level of discipline that Gen Z needs to endure. The normalization of receiving work on weekends or sacrificing personal schedules might sow a root of bitterness among seniors. We often hear the stereotype that Gen Z is materialistic and only wants the easy ride. However, there has rarely been a fair answer to the question of 'Why do we expect these new kids to work more than us, while we don’t even give them a fair wage?'
Additionally, inflation has significantly impacted Gen Z, especially those who travel and stay in shared homes for work. The rising cost of living means that the wages considered fair in the past no longer suffice. Moreover, many of them feel that owning a house is an unattainable goal due to skyrocketing real estate prices and stagnant wages. Maddie Thomas mentions in The Guardian that her boomer parents are shocked by Gen Z’s greater willingness to change jobs and career paths. The majority perceive this behavior as a lack of loyalty and commitment, often misunderstanding it as a result of self-oriented, self-care priorities. However, this adaptability is often a necessity rather than a choice, driven by the pursuit of better opportunities and the need for a sustainable work-life balance in an increasingly demanding economic environment.
While it is argued that the reward for their hard work is career acceleration and intensive learning, we must ask: has this always been the case, and is it enough to justify the lack of fair compensation? It is crucial to consider whether these rewards genuinely offset the increased financial pressures and the demands for greater personal sacrifice. Without pay that reflects the current economic reality, these incentives fall short of addressing the broader challenges faced by Gen Z. The rising cost of living, coupled with housing market inaccessibility, creates a significant financial burden. As a result, the traditional rewards of career progression and learning opportunities are insufficient without adequate financial support. Companies should recognize these economic challenges and offer compensation packages that provide both immediate financial relief and long-term stability.
Thus, where can Gen Z and the older generations meet in terms of expectations for work performance and outcomes? At this moment, many perceive Gen Z as unstable work partners, demanding, and too revolutionary. However, it is entirely possible to engage Gen Z by involving them in re-analyzing the industry and participating in meetings to help develop more effective strategies. By doing so, we can create a collaborative environment to harness the younger generation's innovative perspectives and foster mutual understanding. Encouraging an open and genuine dialogue between generations can help bridge the gap, allowing for a more comprehensive approach to problem-solving. Additionally, mentorship programs can provide Gen Z with the guidance they need while also enabling older generations to appreciate the fresh insights that younger employees bring to the table. This collaborative approach can lead to a more dynamic and adaptable workforce, benefiting the company and industry as a whole.
