Changing Behaviors Consulting
Guiding Gen Z and Organizations to Mutual Success Consulting on Gen Z Recruiting and Retention and Preparing and Coaching Gen Z to Thrive
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Changing Behaviors Consulting Blog

Enhance the engagement and retention of young professionals (~ages 20 to 26). Address the challenges of Multiple Generations in the workplace. Focus on Leadership, Human Resources, and Working Remotely.

Changing Behaviors Consulting Posts

Seven Differences between Gen Z and Millennials

In some articles, Gen Z and Millennials are referred to as one group due to similarities. To clarify, below are seven critical differences between these two generations.

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Expectations. Gen Z anticipates that work will be fulfilling with fun, inclusive, engaged leaders and peers, offering financial stability, advancement, and development. Work can sometimes be some of those things, but let’s face it, there are boring projects, irritating people, and disappointments. Companies, coaches, and college career counselors need to help Gen Z establish reasonable expectations at the beginning of their careers. On the other hand, Millennials’ expectations are more modest and focused on free time (their motto is YOLO – you only live once). However, as Millennials advance into leadership positions, work fills up a more significant portion of their lives.

Characteristics. Gen Z reflects a global and pragmatic (having learned what not to do from Millennials) view. They seek uniqueness (style, brands, employers) and independence. Millennials tend to be more idealistic, team-oriented, conforming (think about all those shiny pictures and stories on Facebook about happy and successful people), and although some global connections, less global in outlook than Gen Z, who identify globally as a cohort. Over time Millennials have proven to be highly resilient, overcoming setbacks from the 2008 financial crisis and COVID.

Addiction to Devices. Gen Z spends more time on devices than Millennials, with 40% of Gen Z admitting they are addicted. Anticipating the impact of less time for TV and more on devices, this could result in a massive shift in marketing strategies to reach Gen Z. HuffPost

Time Alone. Millennials are team-oriented and collaborative. Although Gen Z have these same qualities, they covet their physical privacy and tend to be more independent. Workspaces have been configured for Millennials with openness, accessibility, and spaces for spontaneous conversations. As growing numbers of Gen Z enter the workforce, private spaces will be needed too.

Remote Work. Remote work has worked well for Millennials with established families. However, Gen Z is trying hard to transition from college to work life, and the isolation of remote work has been devastating. This dichotomy could lead to a workforce where Gen Z is in the workplace, with Millennials and Gen X spending most of their time working remotely, leaving Gen Z without daily feedback, coaching, and mentoring.

Loyalty. Gen Z is prone to be loyal and committed to a company, mainly when the circumstances are right (a fair salary, employee development, diversity, and engaged e management). On the other hand, Millennials have a reputation for moving from job to job. However, recent data supports that they are beginning to stabilize and are more apt to stay in one place longer. For Millennials who are farther along in their careers, data reveals that some are moving to other jobs with less frequency. The US economy loses $30.5 billion every year due to millennial turnover (Millennials in the Workplace).

Communication. Gen Z desires face-to-face communication, while Millennials are more reliant on digital communications.

Andrew AdderleyGen Z, Millennials