Reality check: are Gen Z's workplace expectations unrealistic?

Gen Z: The generation born between 1997 and 2012

Unifrog’s 2024 survey of over 21,000 students found that 70% of students aged 14 - 18 would not accept a job offer without first visiting the workplace. This stat suggests that Gen Z students seek transparency and face-to-face interaction, especially in a job market dominated by virtual applications and interviews. The survey also revealed more shifting career priorities in this generation, including new ideas around wellbeing, flexibility and progression in the workplace. As this generation enters the workforce, their unique set of expectations is challenging traditional employment practices. But are these demands unrealistic? And what does Unifrog suggest employers do to adapt to these changing expectations?

Understanding Gen Z's workplace expectations

As Gen Z prepares to enter the workforce, their expectations differ significantly from previous generations. With 70% of Unifrog students not prepared to take a job without visiting the workplace, we see a strong desire to understand company culture and values in-person. This suggests a certain scepticism toward the fully virtual processes that have become more common post-pandemic. Gen Z wants to know what they’re committing to, and being physically present gives them a tangible sense of whether the workplace aligns with their personal values and expectations.

But workplace visits are only part of the equation. Unifrog’s research also shows that Gen Z places a high value on work-life balance, with 93% of Unifrog students rating it ‘important’ or ‘very important’ when choosing a career. For this generation, flexibility, mental well-being, and setting boundaries between work and personal life are non-negotiable. TikTok trends like "quiet quitting" and "bare minimum Mondays," reveal that Gen Z is pushing back against the traditional ‘hustle’ mentality. Despite this, rapid career progression has emerged as another trend in Gen Z’s workplace expectations, with 92% of Unifrog students rating career progression as ‘important’ or ‘very important’ when choosing a career. According to the recruiter Walters People, 52% of Gen-Zers expect to be promoted every 12 to 18 months, and will start looking for work elsewhere if that doesn’t happen.

Gen Z’s workplace expectations reflect their unique experiences growing up amid rapid tech advancement, economic uncertainty, and evolving social values. Having witnessed the repercussions of the 2008 financial crisis, many Gen Zers prioritise job security and financial stability, with a 2021 Deloitte survey noting that 46% of Gen Z respondents feel constant financial stress. They’ve also seen the toll that long hours and job stress have taken on previous generations, making them more determined to avoid burnout and prioritise work-life balance.

In the digital age, they leverage platforms like LinkedIn and Glassdoor to assess workplace culture, demanding transparency and authenticity from employers. Workhuman reports Gen Z to be the generation most open to job-hopping, unafraid to walk away from roles that don’t align with their values. Their high expectations for career progression, shaped by increasingly quick access to online learning and professional development opportunities, often lead to frustration when advancement doesn’t match their pace.

Why are these expectations considered unrealistic?

While Gen Z’s expectations are reshaping workplace dynamics, some of their demands may not always align with current professional realities. In an increasingly hybrid and remote-working world, the demand for in-person engagement can be difficult to fulfil. Many companies, especially those with fully remote teams or international operations, rely on virtual recruitment processes, making it impractical for every candidate to visit a physical office before making a decision.

Similarly, their expectation for rapid career advancement can be at odds with the slower, more traditional progression paths in many industries. While some environments may offer frequent promotions, others require more time, experience, and skill development before employees can take on senior roles. Gen Z’s strong emphasis on work-life balance can also be challenging to implement in certain industries, like healthcare, finance, or law, where long hours and high levels of responsibility are part of the job. For businesses in these sectors, meeting Gen Z’s expectations for flexibility and separation between work and personal life may require creative solutions or compromises that balance operational demands with employee well-being.

Are they really unrealistic?

While some may view Gen Z’s expectations as impractical, they can also be seen as part of a natural evolution in workplace values. In many ways, this generation’s demands for transparency, work-life balance, and rapid career growth reflect positive changes that could benefit both employees and employers.

For instance, the desire for workplace visits isn’t merely about seeing a physical office - it’s about ensuring cultural alignment and transparency. Gen Z is seeking authenticity from employers and wants to be confident that a company’s values align with their own. This focus on culture can help drive meaningful connections between employees and organisations, leading to stronger retention and better job satisfaction in the long run.

Similarly, Gen Z’s emphasis on work-life balance and mental health can foster healthier, more sustainable work environments. By advocating for flexible schedules and boundaries, they are helping to push back against the burnout culture that has long plagued the world of work. Employers who listen to these concerns can create a more engaged and motivated workforce, which will ultimately benefit productivity, culture, and employee retention.

Aligning expectations: a path forward for employers

Employers can adapt to and retain Gen Z employees by addressing their expectations through practical, adaptable strategies. Unifrog, for instance, facilitates in-person “insight days” for students to explore potential workplaces. At a recent event with Bloomberg, over 200 students were able to gain real-life insight into life at the company. As a result, they’ve seen increased applications from underrepresented groups, including female students and those from disadvantaged backgrounds. 

When in-person visits aren’t feasible, virtual office tours, Q&As with employees, and culture-focused videos help provide the transparency Gen Z values. The NHS is a great example of this. Using Unifrog’s Virtual Work Experience Week, they educated over 2,500 students about their organisational values and culture, granting students a valuable insight into the workplace without even leaving the classroom.

Once Gen Z are in the workplace, employers can offer structured development plans, mentorship, and skill-building opportunities to support Gen Z’s career growth ambitions. Flexible work policies - like hybrid models, mental health initiatives, or practices like “no meeting” days - also help meet their demand for work-life balance, showing commitment to the priorities Gen Z holds essential.

Looking ahead: the future of Gen Z in the workplace

As companies adapt to meet these evolving expectations, they’ll not only inspire applications from Gen Z themselves, but also create environments that benefit employees across all generations. By embracing the changes Gen Z is advocating for, employers can foster workplaces that are healthier, more transparent, and better aligned with the values of today’s - and tomorrow’s - workforce.

Looking to better understand the needs of the incoming workforce? Interested in facilitating in-person or online events to connect with engaged students? Get in touch with one of Unifrog’s Employer Partnerships Managers today!