Signal File: This week highlights how the workplace is adapting to Gen Z
From dress codes to leadership expectations, this week’s signals show how Gen Z has new expectations on professionalism, stability and what it takes to feel supported at work
Gen Z is entering the workforce with new pressures, new expectations and new ways of signalling who they are at work. Rising competition, shrinking entry-level roles and economic instability are shaping how young workers present themselves, from affordability-driven dress codes to a stronger focus on security and wellbeing.
At the same time, outdated leadership models and persistent stereotypes are obscuring the strengths this generation brings in digital fluency, creativity, values-driven thinking and a desire for clarity and connection. This week’s signals reveal how Gen Z is reshaping workplace culture and the accommodations organisations need to consider to support and retain them.
Gen Z turns to the quarter-zip to look work-ready
A viral trend is emerging among Gen Z men whereby status sneakers are being replaced by the affordable quarter-zip as the new uniform of ambition. With entry-level roles shrinking, youth unemployment rising and competition intensifying, the £20 pullover has become a symbol of seriousness, stability and self-upgrade. What began as meme culture has turned into a way to signal readiness when the job market feels stacked against them.
In action: Use early-career insights to shape onboarding and support, helping younger employees feel grounded beyond surface-level professionalism.
Generation Z misunderstood at work
A Guardian analysis argues that labels like ‘entitled’ or ‘lazy’ miss the reality of Gen Z’s priorities around mental health, flexibility, purpose and digital fluency. Many critiques repeat familiar generational tropes rather than reflecting true unwillingness to work. Instead, young workers are pushing for conditions that support sustainability, clarity and wellbeing.
In action: Look past stereotypes and better align roles with Gen Z’s values, balancing autonomy, support and meaningful contribution.
Workers prioritise stability over perks
A new research shows employees’ top must-have benefits are practical forms of security: paid overtime (76%), paid sick leave (75%) and comprehensive health insurance (73%). Low-cost wellbeing perks matter far less than protections that reduce financial stress and provide predictable support when life becomes unstable.
In action: Strengthen core benefits first, focusing on predictable, protective policies that directly reduce employee stress and improve retention.
New playbooks emerge for leading Gen Z
Insights from Tim Elmore’s new book suggest many frustrations with Gen Z stem from outdated leadership models rather than unwillingness to work. Young employees can often bring strong digital intuition, AI fluency and fresh ideas, yet they enter the workforce with uneven professional experience and low trust in institutions. Their expectations centre on connection, clarity and mentorship over hierarchy, and traditional management approaches are struggling to meet that shift.
In action: Replace command-and-control with coaching, emphasising connection, explanation and trust-building to unlock Gen Z’s contribution and reduce early-career attrition.
