Insights from a Gen Z HR Professional: It’s Evolution, Not Entitlement

With Gen Z currently constituting approximately 27% of the workforce and projected to reach about 30% by 2030, it’s crucial to recognise the significant shift in workplace dynamics. The perceived gap in expectations and behaviour between Generation Z and older generations may not be as wide as it seems.

As a Gen Z professional in my first year working in HR, I get to see both sides: the expectations of leaders and the frustrations of young employees. It can be challenging to hear words like ‘entitled’ thrown around to describe Gen Z when that doesn’t match my experience.

We are stepping out into the workforce with a different set of expectations, shaped by a very different world from the one previous generations entered.

We have been called many things: tech-savvy, ambitious, creative, but also, too often, ‘job-hoppers’ and ‘lazy’. What gets called “entitlement” is more likely confidence, awareness and a refusal to repeat the burnout cycles we watched in the generations before us. These labels not only oversimplify who we are, but they also risk misunderstandings that hurt engagement, retention and workplace culture.

The truth is that our approach to work is less about entitlement and more about evolution. We have adapted to the world we grew up in, one marked by instability, rapid change and greater awareness of mental health and personal boundaries.

For Gen Z, a job is not just a way to pay the bills. We want to know what we are building, who it helps and why it matters. When we see a clear link between our work and a meaningful impact, we stay committed.

Why the “Entitled” Stereotype Falls Short

For previous generations, career success was tied to keeping your head down, following instructions and being grateful for a steady pay cheque. Gen Z’s workplace culture looks different:

We were raised to speak up

We were raised to prioritise our mental health and self-worth. Self-expression was encouraged. Asking for work-life balance, a pay rise or questioning unreasonable work demands is not defiance. It is the confidence to ask the question, rather than just accepting what is.

We have access to information

Gen Z have access to infinite information at their fingertips, and they are not afraid to use it. We know how to research salary minimums and entitlements, market trends and our workplace rights. When we advocate for fair treatment, it is grounded in data, not just opinion.

We reject hustle culture

Long hours are not a badge of honour for us. Our generation values efficiency, creativity and measurable impact over presenteeism. Just because we don’t want to work ourselves into the ground with long hours and no flexibility, doesn’t mean we don’t want to do our best when we are at work.

We expect purpose

While stability kept many older workers in the same role for decades, we prioritise alignment with our values and growth opportunities right from the start. Purpose is no longer a nice-to-have. For Gen Z, it is essential for engagement and retention. We like to know that there is a path forward and that our employers value that too.

We protect our well-being

We grew up watching our parents burn out or be laid off despite their long-term loyalty. That experience taught us to safeguard our energy, time and mental health. We work to live, not live to work.

It’s Not Entitlement, It’s a Shift in Priorities

Understanding the shift in priorities is key to bridging the generational gap in the workplace. It’s not about one generation being right and another wrong, but about adapting to these changes to bring out the best in all employees.

Gen Z wants to contribute meaningfully, work efficiently and feel supported. We want clear communication, regular feedback and workplaces that care about people as much as profit.

The Cost-of-Living Reality

While we deeply value purpose and alignment, we cannot ignore the reality of today’s economy. Rising living costs mean fair remuneration is a non-negotiable part of job satisfaction. For employers, this is not about giving in to demands. It is about recognising that financial stability is essential to focus, performance and retention of Gen Z employees.

Bridging the Generational Gap

Leaders who dismiss Gen Z as entitled risk losing talented, driven employees who can help future-proof their businesses. Those who adapt by offering purpose, fairness, flexibility and respect will not only retain Gen Z talent but also create healthier, more productive workplaces for all generations. This is an opportunity to reshape and improve your workplace culture.

This is not the end of traditional work values. It’s their evolution, bringing a fresh perspective and new energy that can invigorate any workplace.

To help leaders translate these insights into action, here are some quick dos and don’ts for engaging and retaining Gen Z in the workplace.

Do:

• Link work to purpose: Show how each role contributes to a bigger picture and makes an impact.
• Respect boundaries: Protect personal time and avoid “always on” expectations.
• Provide regular feedback: Short, consistent check-ins work better than waiting for annual reviews.
• Offer growth and ownership: Give opportunities to lead projects and develop new skills early.
• Be transparent: Share information about pay, progression and business decisions openly.
• Model balance: Demonstrate healthy work habits from the top down.

Don’t

• Assume silence means engagement: If we are not speaking up, it may mean we feel unheard.
• Confuse efficiency with laziness: Getting work done faster does not mean we are doing less.
• Withhold context: We work better when we understand the why behind decisions.
• Glorify overworking: Rewarding long hours over smart results discourages retention.
• Dismiss financial concerns: Fair pay is a necessity, not a perk, especially with rising costs of living.

Gen Z is not asking leaders to reinvent the workplace from scratch. We are asking them to recognise that the world of work has changed and to lead with that in mind. What some call entitlement is, in truth, a new level of confidence, awareness and courage to speak up for fairness, wellbeing and purpose.

By meeting Gen Z where we are, with clarity, respect and genuine care, leaders can unlock potential that benefits not only one generation but the entire workforce. This is not a challenge to resist, but an opportunity to embrace. The workplaces that lean into this evolution will not just retain Gen Z talent, they will create stronger, healthier and more future-ready organisations for everyone.

Written by the number one Gen Z on the Strawberry Seed team, Ella Kerr.

Want to learn more about managing Gen Z?

Join us for our free webinar on August 27th, 2025, 7:30 pm AEST, Harnessing Gen Z: Leading the next generation at work. We’ll explore what makes Gen Z tick, how they’re different from other generations, and what that means for you as a leader or business owner. From motivation and communication to managing performance and building loyalty, we’ll unpack the practical ways you can better engage Gen Z employees and harness their strengths at work.