10 'Old School' Employee Expectations That Will Die Out With Gen Z Gen Z has made it clear they are here to shake up the workforce and won't bow to the idea of traditionalism.

Gen Z will shape the future of work. Why? We will witness the largest and most diverse generation in human history.

By 2025, Gen Z will account for 27% of the workforce in OECD countries and one-third of Earth's population. Gen Z, whose members were born between 1997 and 2002, grew up with technology and social solid values that shape their workplace demands. So it's unsurprising that Gen Z's entry into the workforce triggers changes in social contracts between employers and employees.

Despite this, many employers still hold outdated employee expectations. These expectations, however, result in employee dissatisfaction, low productivity, and high turnover.

There are always consequences to everything — and if you want to attract and retain Gen Z employees, you should be aware of the ten "old school" expectations that will soon disappear.

Related: 6 Things Gen Z Employees Want Their Managers to Know About the Workplace in 2023

1. Regimented schedules

Gen Z employees need to know that they are more than their jobs. However, they have also indicated in polls that they are willing to work hard on weekends and evenings when necessary to advance their careers. In addition, 73% of Gen Z employees desire permanent flexible work options, according to World Economic Forum research.

In contrast to the standard work schedule, Gen Z workers favor a flexible work schedule. Examples include:

• A combination of remote and on-site work.
• Four-day workweeks.
• Allowing employees to choose their own working hours.

According to Adobe's Future of Time survey, at least 26% of Gen Z workers say they are most productive between 6 p.m. and 3 a.m. — which is more than any other generation. The idea of having the next generation at work for 40 hours a week at a 9 to 5 timeframe seems to be a dealbreaker for a lot of them.

2. An internship is a must

In the past, completing an internship was nearly mandatory if you wanted to jumpstart your career. Many companies now debate whether internships are still necessary. Internships as a whole might no longer be required or sought after in the future — especially unpaid ones.

Even though unpaid internships have the obvious drawback of no pay, they still offer unique and insightful experiences with professionals and inside looks at major corporations.

According to a 2021 StuDocu report, internships make students 15% less likely to be unemployed in their first year after graduation. But considering that Gen Z values work-life balance, does it makes sense to spend time and effort on a 15% chance?

Moreover, an internship does not entail going through every aspect of a job. Most interns end up doing menial tasks. My experience with interns is that they are go-getters with a ton of experience that you want in your company — and they teach the rest of the team.

As an alternative to internships, there are several other ways to gain experience, including:

• Taking on a summer job
• Volunteering
• Job simulations
• Getting your certifications in order
• Creating a personal brand
• Shadowing in the workplace

Gen Z will continue to look for education and career opportunities but the emphasis on internships might go down with this next generation.

3. Discussing salary or PTO during a job interview

In the past, discussing salary or PTO during an interview was taboo. Recently, things have changed. There's a consensus that people should know the salary range and if it's right for them.

This is especially important for Gen Z.

A better wage is expected from Gen Z workers. According to the 32,000 respondents of a Great Place to Work study, 69% of GenZers felt their wages were fair. Even though Gen Z respondents are overwhelmingly satisfied with their pay, it's seven points lower than other generations.

Salary transparency has been a recent trend and is something young millennials have also felt to be important. One thing is clear: Gen Z is not willing to beat around the bush when it comes to compensation and other employee benefits.

4. Loyalty to one company

Traditionally, employees stayed with their companies for their entire careers. There is, however, a much greater degree of fluidity in the modern workplace. It is more common for employees to change jobs several times throughout their careers.

Related: The Hidden Dangers of 'Rage Applying' and How to Spot the Warning Signs

It is estimated that more than half of Gen Z and Millennial workers plan on seeking a new job within the next 12 months, according to Adobe. Employee loyalty from Gen Z is not guaranteed if you expect it from them. If they feel unhappy at their current job, they will leave to pursue a better opportunity.

Creating a positive work environment where employees feel appreciated and valued is more important. In addition, 70% of Gen Z employees said they would switch jobs if they had better productivity tools, according to data from multiple surveys by software firm Adobe.

By doing the above, you will increase the likelihood that your Gen Z employees will remain with your company for a long time.

Related: 5 Simple Tips for Incorporating Gen Z Into Your Workplace

5. Companies cannot ignore ethics and social awareness

Research from Deloitte and NEW found that 77% of Gen Z respondents said working for a company that aligns with their values was essential. According to Deloitte, "Gen Z no longer forms opinions of a company based solely on the quality of their products/services, but also on their ethics, practices, and social impact."

This is true for prospective employers as well.

Gen Z needs to see firms taking action on topics such as climate change and sustainability to demonstrate their principles. In fact, 39% of Gen Z respondents said they were very or extremely concerned about the environment. Employers can attract younger talent by decreasing their carbon footprints and publically advocating sustainability.

6. Experience and tenure are more important than upskilling

According to Gartner, the most valuable work of the future will be cognitive in nature. For complex problems to be solved, employees need creative, critical, and digital upskilling. The idea is that just because an employee has been around longer at the company does not automatically make them next in line for promotion. Gen Z wants to work for companies that value an individual's capabilities over another's tenure.

It will be HR's responsibility to promote a culture of continuous learning, which means knowledge acquisition and transparency across the organization must become regular activities.

Related: Why Problems Are More Powerful Than Products

7. Employees should be willing to sacrifice their personal lives for their employers

In the past, it was common for employees to be expected to sacrifice their personal lives for the company. This meant working late hours, traveling frequently, and missing important family events. However, Gen Z wants to work for companies that can help them balance their work and personal commitments.

If you expect your employees to sacrifice their personal lives for the company, you set yourself up for failure. Employees will eventually burn out and leave your company. Instead, focus on creating a work-life balance that allows your employees to thrive. This will make them more productive and engaged in their work.

8. Bureaucracy

Gen Z can be described as rule-breakers who want to work on their own terms to achieve their goals. Gen Z prefers their own space and freedom when they are in the mood to do something. They highly ignore any action that attempts to control their thoughts. When a company appeals to traditionalism or "that's how the process is," Gen Z isn't afraid to bypass unnecessary bureaucratic steps in order to get what they need at a company. And if they don't get it? They aren't afraid to look for another job.

Compared to their seniors, Gen Zs possess unmatched energy and motivation. In other words, rather than restricting Gen Zs through bureaucracy, employers should nurture their enthusiasm by periodically providing constructive feedback.

9. Motivation comes from money

Historically, money was a common motivator for employees. On the other hand, modern workplaces encourage employees to consider other factors, such as the work itself, company culture, and growth opportunities.

In particular, learning and development will always be at the top of the list among Gen Z. When necessary, they expect to apply what they have learned from their experiences. Even in your organization, Gen Z employees cannot be thought of as employees who only perform their duties. Their goal is always to learn and grow professionally as these employees seek opportunities to do so.

Related: Get Used to Doors Closing in Your Face Unless You Get Out of This Mindset

Employers should provide their employees with various learning materials and support their desire to learn while on the job.

10. Employees should always be present and happy

Employees were used to being expected to be happy and present all the time in the past. Even when they weren't feeling happy— they were expected to smile and remain positive.

It is more likely, however, that modern employees will be honest about their emotions at work. They are not afraid to speak up in times of stress, frustration, or unhappiness.

Compared to other generations, Gen Zers are 7% less likely than other generations to describe their workplaces as psychologically or emotionally healthy, according to a Great Place to Work survey. Additionally, they were 7% less likely to believe they could take enough time off from work.

The survey also reports that Gen Z is the most stressed generation, according to the American Psychological Association. According to the APA, this trend is correlated with many sociopolitical crises the generation is experiencing.

It is unrealistic to expect your employees to be happy and present constantly. The result will be that they cannot be authentic, and eventually, they will turn resentful. Rather than suppressing emotions, focus on creating an environment where employees can express themselves. Also, tell them it's okay to be unhappy sometimes and that you're here if they need it.