Thriving as Gen Z at work

Written by: Sahil Kushwaha , People Management Officer

Being born in 2000 places me right in the heart of Generation Z — the cohort that grew up with the internet, social media, and rapid technological change. I started my career in Human Resources Management at 21 and have since worked in various organizations, interacting with delivery riders, chefs, and professionals across generations. Most of my colleagues were Gen Z and Millennials, and my managers were often Gen X.

Working alongside people with different values, communication styles, and approaches to work has been a true learning experience. It has taught me to respect others while staying true to my own values. While collaboration between generations can be enriching, it also brings unique challenges for Gen Z employees who are still very young and about to join the corporate world.

Below, I’ve shared my personal reflections on some common challenges Gen Z professionals might face in multigenerational workplaces, and the strategies that have helped me (and can help you, too).

Challenges

1. Knowing what you want

One of the first hurdles we face is not having clarity about what we want. With so many options available—and the pressure to “get a job quickly”—it’s easy to start a job without a clear direction or roadmap. This often leads to early dissatisfaction and resignation.

In my case, my involvement in extracurricular and volunteering activities during college exposed me to HR, which became my professional path. That early exposure outside the classroom gave me clarity about what I wanted. Without self-awareness, you risk overpromising and underdelivering—a common pitfall for young professionals eager to prove themselves.

2. Navigating the Sir/Ma’am vs. Dai/Didi culture

This might sound minor, but workplace culture around hierarchy and respect can surprise you. In some companies, people prefer formal titles like Sir or Ma’am, while others lean toward a more familial Dai or Didi culture.

Each system has its logic—formality can create boundaries, while informality can foster connection. I’ve learned that there’s no “one-best” option; what matters is adaptability. Being sensitive to workplace culture reflects professionalism and helps you fit in.

3. The “Boring Job” phase

Like many of us, I entered the workforce dreaming of making big changes—solving problems, driving analytics, and transforming workplaces. The reality? Most of my early days involved routine, manual tasks that felt far from “impactful.”

Over time, I realized that these foundational experiences were inevitably instrumental to my growth. They taught me patience, attention to detail, and process understanding. You can’t automate what you don’t understand. The key is to see early tasks as stepping stones, not setbacks.

4. Different values and work expectations

As Gen Z’s, we tend to seek purpose, flexibility, and innovation at work. We want to contribute meaningfully, leverage technology, and make an impact. Older generations, however, may prioritize stability, traditional approaches, and heavy processes. 

This value gap can cause friction, which in itself isn’t entirely counterproductive. For example, suggesting automation or digital tools might be seen as “unnecessary disruption.” But it’s important to understand that many of our seniors grew up in a world where consistency was key. The balance lies in respecting their experience while advocating for progress.

5. Resistance to change

Ironically, while Gen Z is known for embracing change, we often face organizations that resist it. Many employees and managers prefer the “if it isn’t broken, don’t fix it” approach. This can be frustrating, especially when you’re brimming with new ideas.

My biggest lesson? Patience and timing matter. Spend your first 6–12 months observing, learning, and building credibility. Once people trust your understanding of their processes, your suggestions will carry more weight—and stand a better chance of being implemented.

Tips from a “Gen Z” HR

🌟 1. Know yourself and your goals

Before you enter any workplace, take time for self-reflection. Identify your strengths, weaknesses, interests, and values. This clarity will help you choose roles and employers aligned with what you want—and keep you grounded when challenges arise.

🧭 2. Choose your employer

The hiring process isn’t one-sided anymore. Just as companies assess candidates, employees should evaluate whether the organization’s culture, leadership, and values align with their own. Don’t be afraid to say no to a job that doesn’t fit your aspirations or ethics.

🔄 3. Adapt and stay curious

Adaptability is your superpower. Whether it’s learning a new workflow, adjusting to communication styles, or navigating workplace cultures, flexibility will set you apart. Ask questions, observe how things work, and learn before you lead.

🤝 4. Build trust across generations

Trust is the foundation of influence. Respect others’ experiences, even when they differ from yours. Deliver consistently, communicate clearly, and show empathy. Once people see your reliability, they’ll be more open to your ideas.

💼 5. Know when to seek new opportunities

What makes a job satisfying varies for each person. Not every workplace will be the perfect fit for everyone—and that’s okay. As you grow, your needs, values, and goals may evolve. If you find yourself in an environment that limits your growth or well-being, take a moment to reflect on whether it still supports your aspirations.

Prioritizing your mental health and professional progress isn’t a sign of disloyalty—it’s a sign of self-awareness and maturity. When that time comes, seeking new opportunities isn’t giving up but taking the next step toward a more fulfilling and balanced life.

Conclusion

Working alongside older generations can sometimes feel like a tension between our ambitions and the expectations of senior colleagues. Nevertheless, it can also be one of the richest learning experiences. Each generation brings something unique: Baby Boomers bring discipline, Gen X brings structure, Millennials bring collaboration, and Gen Z brings innovation. 

When we connect and complement each other, we have the opportunity to bridge traditional wisdom with modern creativity. With self-awareness, confidence, adaptability, and a learning attitude, Gen Z professionals can navigate through complex work environments, pursue what is best for them, and recognize when a situation no longer serves their purpose. Gen Z is not just the next generation of employees— we represent a transformative force, acting as catalysts to shape the future of the workplace.

What are your thoughts on this piece? Let us know in the comments, or reach out to Sahil Kushwaha via LinkedIn.