Gen Z vs Millennials at Work

A few years ago, the workforce welcomed its youngest group of employees – Generation Z (Gen Z).  

The entrance of Gen Z disrupted traditional ways of working and interacting between employers and employees. Their different expectations for ambience, culture, and support at work led to the disruption. 

According to Hire Hopkins, an innovation office out of Johns Hopkins University, nearly 40% of employees in the workforce belong to the Millennial generation, making them the largest group in the current world of work. However, by 2025, it is estimated that Generation Z will catch up and contribute to approximately 30% of the workforce. 

As Millennials and Gen Z will be the two dominant age groups in the workforce soon, we have gathered some insights into the 5 Differences Between Gen Z and Millennials in the Workplace: 

Independent Problem-Solving and Teamwork

A joint study conducted by Indeed and IR Global sheds light on the contrasting attitudes of Millennials and Gen Z towards collaboration in the workplace.  

The research suggests that Gen Z tend to exhibit a more self-reliant approach for problem-solving. This independent mindset could be attributed to their entry into the workforce during the rise of remote work, which was reinforced by the pandemic and the subsequent shift towards “work from home” arrangements. 

In contrast, Millennials treasure teamwork and interaction during work. Hence, they usually thrive in collaborative environments, building professional networks and seamlessly integrating work into their daily lives. 

Workplace Tools

Differences exist between Millennials and Gen Z in their choice of professional tools. Both groups are familiar with technology and proficient in email and instant messaging. However, they differ in their usage patterns. 

Millennials prefer a hybrid work environment with flexible hours and direct modes of communication. Gen Z employees favour remote work or open-space offices and expect personalised tools such as cloud storage solutions that provide quick insights. 

Flexible Working Arrangements

According to a recent study by the Predictive Index, a talent optimisation platform, millennials place a high value on flexible work arrangements and colleagues who are open to a hybrid work model when transitioning between jobs or careers.  

In contrast, Gen Z employees, who are relatively new to the workforce, have different priorities regarding work-life balance. While they may not leave a job solely due to rigid work hours, most still appreciate a job that offers flexibility. 

Job Longevity

Recent studies indicate that most of the Gen Z population are in their first proper jobs or internship roles. Young Gen Z stay longer in their job roles and explore different domains before considering a job switch. 

This trend differs from the previous generation of millennials who entered the job market during the economically volatile 2000s. Due to the uncertain job market conditions, Millennials are more prone to switching jobs for better opportunities and job security.  

Values and Workplace Expectations

Gen Z and Millennials are committed to work-life balance and workplaces that align with their values. However, the younger generation takes this further by valuing ethical business practices and social responsibility highly.  

The Bentley-Gallup Force for Good Study highlighted a trend: 71% of respondents aged 18 to 29 expressed their willingness to consider leaving their current employer in favour of an organisation that actively generates a positive social impact.


Are you trying to better engage with your Gen Z and Millennial employees amid a busy schedule? Facing difficulties in hiring young employees? 

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