Chris Gray, Ph.D.
Founding President, Erie County Community College
Recently, I spoke with a group of employers frustrated by the lack of motivated, resourceful employees. This isn't all that uncommon, unfortunately, as the world has changed post-pandemic. During this conversation, one business owner asked, "Where have all the hard-working farm kids gone?" It's a familiar sentiment reflecting the challenges of an evolving workforce; everything and everyone has been in a constant state of flux, especially recently. Generation Z—those born between 1995 and 2009—who are already reshaping what it means to work in modern times are at the center of this change.
Gen Z brings fresh ideas and expectations to the workplace, and employers are learning to adapt. One of the biggest shifts is their desire for purpose-driven work. According to a recent survey, most Gen Z workers want jobs that align with their values. For this reason, many won't even consider roles that conflict with their ethical or environmental beliefs. They're looking for employers who actually take meaningful action on issues like sustainability, equity, and mental health rather than just paying lip service to these ideas.
Flexibility and work-life balance are also non-negotiable for this generation. Unlike Baby Boomers or Gen X, who often accepted long hours to climb the career ladder and considered it necessary to "pay their dues," Gen Z prioritizes personal well-being. They value autonomy, whether working remotely, having flexible hours, or finding positions that leave time for their lives outside of work. Over 60% of Gen Z workers say balancing personal and professional time is critical; they aren't willing to sacrifice their lives for their work.
While some employers feel that priorities like this imply that younger workers lack grit, this perception misses the point. Gen Z isn't lazy; rather, they are just rejecting old paradigms and outdated notions of productivity, like valuing hours at a desk over actual results. They're motivated to do good work but expect their workplaces to respect their time and mental health in return.
Speaking of mental health, this is a major priority for Gen Z. They're open and incredibly vocal about challenges like anxiety and depression, and they expect potential employers to provide real support for these challenges. As a result, companies that offer telecounseling, mental health days, or Employee Assistance Programs (EAPs) have a clear edge in attracting and retaining these employees.
Because they are a civic-minded generation, they place a high level of importance in diversity, equity, and inclusion (DEI). Gen Z wants to see companies take meaningful steps toward racial justice, gender equality, and LGBTQ+ rights, both in their internal policies and external actions. Workplaces that fail to prioritize DEI risk alienating this socially conscious generation. Again, lip service isn't enough; they want to see real action.
As digital natives, Gen Z is naturally tech-savvy and overwhelmingly feels comfortable with tools for remote work and communication. Interestingly, despite their digital fluency, they nonetheless still place a high value in genuine human connections. Over 60% prefer in-person interviews, showing they still crave authenticity alongside innovation. They can use a screen, but they prefer to interact live.
The broader economic landscape adds another layer of complexity where Gen Z is concerned. Critical industries like healthcare, skilled trades, and education are bracing for significant job growth, but a slowing population growth rate raises concerns about potential labor shortages as Gen Z ages into the workforce. This creates a paradox: employers are desperate for motivated workers, but at the same time, Gen Z is redefining the workplace, often prioritizing flexibility and purpose over traditional career paths. Known commodities are not as appealing, in other words, as they once were, and personal values are overshadowing traditional notions of employment security.
To bridge this gap, companies need to rethink their recruitment strategies and workplace philosophy. Offering higher pay alone won't cut it. Expecting Gen Z to just tow the corporate line is a nonstarter. Instead, employers should create roles that provide autonomy, support mental health, prioritize DEI, and align with employees' values. These efforts will be crucial in attracting and retaining the hard-working, driven talent they seek. Again, it's time to rethink and release old paradigms.
So, where have all the farm kids gone? In some ways, they haven't disappeared; they've just evolved, and that means that the workplace has to do the same. Today's young workers still have drive and ambition, but they expect workplaces to meet them where they are: in a world that values flexibility, inclusivity, and meaningful work. The future belongs to those willing to adapt. That's the kind of work we are preparing our students to do as, truly, they are our future.
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