Just as “millennials” once led cultural conversations, Gen Z is now taking centre stage — influencing not just pop culture, but also how work is being done and experienced.
Now entering the workforce in greater numbers, Gen Z has made their mark with digitised documents, Zoom meetings, and social media-led campaigns. However, their influence extends far deeper, shaping workplace values, expectations, and culture as a whole.
Who are Gen Z?
Every generation earns its label — from Generation X to Baby Boomers. Gen Z typically refers to individuals born between the late 1990s and the early 2010s. They’ve grown up with smartphones, online shopping, and information at their fingertips. Unlike older generations, many Gen Zs have never known a world without high-speed internet.
This constant access to technology and global news has made them highly connected, self-aware, and socially conscious. Research from multinational strategy and management consulting firm McKinsey & Company estimates that they’ll form about a quarter of the APAC population. Many are just starting their careers, bringing a unique mindset shaped by world events, economic shifts, and rapid digital progress.
Global recruitment and human resources provider Hays reported that this group is realistic and ambitious, yet seeks purpose and flexibility in their work. They’re aware that retirement will likely come later in life, and want careers that adapt to their lives, not the other way around.
Interestingly, despite generational differences, many workers in Singapore, across all age groups, express similar desires for job stability and work-life balance, as shown in Jobstreet’s Future of Recruitment report.
The shift in workplace culture
Every generation leaves its mark on workplace norms. Boomers shaped a culture built on hard work, hierarchy, and prestige. Millennials started to value flexibility and wellbeing. Gen Z? They’ve taken those shifts and pushed them further.
Often described as assertive and vocal, Gen Z has challenged long-standing expectations around overwork, introducing concepts like “quiet quitting” — opting to meet, but not exceed, job expectations unless there is a clear benefit. For them, work isn’t life. It’s one part of a meaningful, balanced existence.
As their presence grows, Gen Z’s expectations are beginning to shape what could soon become the new normal in the workplace.
What Gen Z looks for at work
1. Fair pay and financial security
For Gen Z, salary isn’t just a number — it’s freedom, stability, and a top priority. Jobstreet’s Future of Recruitment report revealed that nearly a third of Singaporean jobseekers see salary as the most critical factor when considering a role. This aligns with findings from global healthcare and insurance company Cigna, which noted that many Singaporeans face financial pressure and rising living costs.
Gen Z’s emphasis on income reflects a pragmatic mindset. They recognise that with increasing financial responsibilities, compensation must support their lives, not just their jobs.
2. Flexibility in where and how they work
Raised on convenience and digital tools, Gen Z is used to efficiency. It’s no surprise that they value hybrid and remote work models. A World Economic Forum study found that nearly three-quarters of Gen Z employees want flexible work options to be a permanent feature.
Multiple global studies support this, with findings from tech companies Owl Labs and Ergotron showing that employees in hybrid settings tend to be happier, more productive, and less likely to leave their jobs. Unsurprisingly, Gen Z workers gravitate toward roles that prioritise outcomes over physical presence.
3. Mental health support and boundaries
Mental well-being is non-negotiable for Gen Z. It influences how they choose roles and how long they stay in them. A report by global professional services and accounting firm Deloitte found that nearly half of Gen Zs report frequent stress or anxiety, with many citing workload burnout as a key factor.
To retain Gen Z talent, employers are expected to create psychologically safe environments, uphold work-life boundaries, and offer genuine mental health support, not just as a benefit, but as part of company culture.
4. Inclusion and purpose
For Gen Z, diversity, equity, and inclusion aren’t nice-to-haves — they’re the baseline. This generation wants to work for organisations that stand for something and that actively seek to create a positive impact.
Deloitte’s research notes that Gen Z employees want to feel empowered to drive change, not just in their companies, but in society. That means workplaces must listen to younger voices, engage with their values, and show how their mission aligns with real-world concerns.
5. Transparency and leadership that listens
The traditional top-down leadership style doesn’t resonate with Gen Z. They prefer open communication, clear job descriptions, and transparency from the outset. The Business Times reported that Gen Z expects leaders to guide and support, not just instruct and delegate.
From job posts to daily management, transparency builds trust. Reports by Oliver Wyman echo this sentiment, emphasising that Gen Zers, despite often being mislabelled as fragile, are among the most resilient — and most eager for authenticity.
A generation worth understanding
Gen Z is not here to follow outdated norms — they’re here to reshape them. By listening to what this generation values, companies in Singapore can create workplaces that attract new talent, retain top performers, and evolve in line with the future of work.
This article is contributed by Jobstreet by Seek.
