Fairly or not, Gen Z has something of a reputation for being difficult in the workplace. A 2023 survey found that almost three quarters of managers say Gen Z is more difficult to work with than other generations, with chief criticisms including a lack of technological skills, effort and motivation.
But as well as being cognisant of the challenges that may come with managing specific generations, an effective manager should also aim to make the most of people’s strengths and skills.
And as Amit Baraskar, Vice President & Head – Treasury at Thomas Cook India points out, both Gen Zs and millennials have some significant value-adds to offer to their employers’ work culture and environment.
“The newer generations – especially Gen Z – are known to ask questions pointed at fundamental issues which are rather sensitive,” he observes. “For seniors, it is not a bad idea to understand the thought behind these questions, and to align with them in order to discover and enjoy the best of both worlds.”
In particular, Baraskar cites four areas in which the viewpoint of younger generations may differ significantly from that of other generations:
1. ‘What’s in it for me and how can I add value?’
Baraskar observes that rather than simply “going with the flow”, Gen Z workers are more likely to look at tasks through the lens of how they can add value to a particular exercise, as well as considering how the task in question can benefit them. “The leadership characteristic coming out here is one of taking charge at an early age, rather than simply being led by the system,” he comments.
2. ‘How can I have work-life balance and excitement at work?’
According to the 2025 Gen Z and Millennial Survey by Deloitte, Gen Z workers are more focused on achieving a work-life balance than they are on rising up the corporate ladder, with only 6% stating their primary career goal is to reach a leadership position. The survey also found Gen Zs and millennials often seek out work “that allows them to derive a broader sense of purpose.”
Baraskar agrees that younger generations are more likely to prioritise a healthy work-life balance, as well as having higher expectations of an enjoyable experience in the workplace. He adds, “Let’s understand and accept that balance ensures a productive and long working life, whereas overworking naturally leads to burnout and early exits.”
3. Constant evaluation, rather than shooting in the dark
Another attribute of Gen Z, says Baraskar, is the ability to ask pertinent questions to pin down objectives and find the best way of accomplishing tasks.
“Many of us invariably end up getting absorbed by routine forces,” he says. “It’s like playing football without knowing where the goal post is.” The new generation, in contrast, “asks questions which indicate they want to first define the goal post, and then get cracking.”
4. Doing the right thing vs ‘The boss is always right’
As Baraskar explains, Gen Z tends to prioritise doing the right thing, rather than adopting the old-school approach that “the boss is always right, and there’s something on his mind that’s not known to us.”
Looking forward, Baraskar observes that if Gen Z workers are well understood, and traditional management is able to align with the perspective and values of their younger workers, “there is a good chance of developing a new work environment.”
He concludes, “It is the new generation that has to take this world forward in a responsible fashion. They deserve some space and encouragement, and should be allowed to experiment, fail, learn – and then get back up.”
