by Ashley Cheung, Principal & Founder and the Generation Innovation Team, VPG
In today’s dynamic work environment, the need for a strong speak-up culture has never been more imperative. As workplaces evolve, generational differences can lead to misunderstandings, especially concerning Gen Z employees. Recently, we have seen an upsurge of articles about how GenZers are fired as soon as they are hired. Often characterized as entitled and unrealistic, this generation deserves a more nuanced conversation. It is essential to address behaviors and misconceptions that hinder
collaboration and redefine how we engage with each other across various age groups. I chatted with my Generation Innovation Team at VPG, and we decided to collaborate on this piece, decoding some of the myths and views from a few GenZ-ers. They include Gezelin Cantuba, Camelia Gilani, Stephanie Grover, and Sydney Ricks. Together, they are our “Generation Innovation.” I posed the following questions in an interview format and had them prepare a collaborative response.
What is a ‘Speak-Up Culture,’ in your opinion?
A speak-up culture is built on the principles of open communication, transparency, and respect. It encourages employees to feel safe enough to share their ideas, feedback, concerns, and even mistakes without fear of reprisal. Such a culture is vital for fostering innovation, problem-solving, and overall workplace satisfaction. Speak-up culture goes beyond just listening, leaders must act on feedback as well to make employees feel like they are really being heard. Unfortunately, many workplace environments still discourage such openness, potentially leading to disengagement and high turnover rates, especially among younger employees.
To create an environment where everyone feels comfortable speaking up, it is crucial to challenge behaviors that foster negativity, regardless of the generation involved. It is not just about Gen Z; each demographic can contribute to a more positive workplace through mutual respect and collaboration.
— Stephanie Grover
What are some misconceptions about Gen Z?
Hidden potential is not about individual talent or accomplishment; it is about the effort made into learning and striving to seek improvement. It involves facing discomfort, accepting mistakes/imperfections, and looking for advice to find direction. Potential is found in an individual's character and their willingness to expand their knowledge to facilitate growth.
Gen Z, often the subject of harsh criticism regarding their work ethic and expectations, brings new perspectives that are invaluable in today’s fast-paced world. They value meaningful work and seek employers who align with their values. It is important to understand that what may appear as unrealistic demands could be a desire for workplaces to adapt to modern needs.
The key to bridging the generational divide lies in addressing these perceptions head-on. Instead of labeling Gen Z as “job-hoppers” or “difficult,” employers should focus on understanding their motivations and aspirations.
— Gezelin Cantuba
How do you want to be engaged in a workplace?
Engaging Gen Z employees in the workplace requires clear communication and regular feedback. This generation values transparency and wants to understand how their contributions align with larger goals. Including them in decision-making processes, especially when their work or projects are impacted, fosters a sense of ownership and commitment.
Gen Z thrives in collaborative environments that embrace open dialogue and respect diverse perspectives. This generation is known for its adaptability and eagerness to innovate, so encouraging continuous learning and offering opportunities for skill development and cross-training will keep them motivated and invested in their roles.
A workplace culture that prioritizes inclusivity, values diversity, and supports both mental and physical well-being resonates deeply with Gen Z. When they feel supported and empowered, Gen Z employees are more likely to be fully engaged, bringing creativity and dedication to their work.
— Camelia Gilani
What factors motivate you to collaborate with others in a team?
I am motivated to collaborate with a team for several reasons, with one key factor being striving toward a shared goal. Whether it is helping a client or increasing visibility on a post, contributing my knowledge toward a set goal gives me a keen sense of purpose and makes our work feel both achievable and enjoyable. Even if, as a group, we create these goals ourselves, this measurable thing encourages me to have something to reach for. In this way, devising a plan to outline common goals is important. I genuinely enjoy bringing something valuable and unique to the table, and it is rewarding to see our efforts align with our shared expectations.
Another motivator for me is healthy competition. I feel many GenZers can relate to this, as it inspires us to push ourselves further. A little healthy competition can benefit everyone, encouraging us to be our best and lift each other up as a team. Additionally, deadlines and time-sensitive challenges drive me to collaborate effectively, helping us stay focused and energized.
— Sydney Ricks
What is your preferred learning method in the workplace?
A preferred learning method in the workplace for many Gen Z employees is a hands-on approach focused on learning by doing. Growing up with widespread access to technology and information, we are accustomed to trying new things risk-free through virtual simulations. Often, the challenge in learning new skills is not a lack of information but a lack of confidence. Being told what to do is not always enough; real learning comes from trying tasks firsthand and solving problems in real time.
While hands-on learning fosters independence and confidence, collaboration and mentorship are also vital. Jumping into new tasks can be overwhelming, so guidance and feedback are key components of this process. This approach allows individuals to learn from mistakes and start making meaningful contributions from day one, promoting faster integration and productivity in the workplace.
— Stephanie Grover
When you make mistakes, would you like to be told? If so, how so?
Of course I would want to be told if I made a mistake; how else is one supposed to improve and learn? With many Gen Z employees, what we value when receiving feedback on our mistakes is that it is a collaborative conversation that is helpful and constructive while also showing genuine support for our improvement and growth. What I mean by collaborative conversation is that it is not just a one-way discussion where we are only on the receiving end, we want to be an active participant and have the option of being able to voice our own opinions. In the feedback we receive, we want help to understand why what we did was wrong and advice on what we can do to improve for next time. This kind of feedback shows that our employers are committed to caring about the well-being of employees, therefore fostering an environment where growth is encouraged.
— Gezelin Cantuba
When do you determine if it is safe to speak up or shut up?
When determining whether to speak up or stay silent in the workplace, especially for Gen Z, several factors come into play. Gen Z values authenticity and transparency, which can drive a tendency to speak up when they feel passionate about certain issues, such as inclusivity, mental health, or social justice. However, it is still important to assess the context. Speaking up is usually appropriate when the issue directly impacts the team, company culture, or one's own professional growth. If the concern aligns with these core values and can drive positive change, sharing thoughts can feel more aligned with Gen Z's desire for purpose-driven work.
The workplace environment also plays a role. Gen Z often prefers open and collaborative cultures where feedback is welcomed, so in environments that foster these traits, it is safer to speak up. On the other hand, in more traditional or hierarchical settings, it might be necessary to assess how open leadership is to innovative ideas or criticism before contributing. Timing and delivery are key; waiting for a moment when input will be valued and framed constructively helps ensure the message is heard in a positive light.
Additionally, considering the potential consequences is important. Gen Z, being digital natives, tends to favor quick, direct communication, but it is also crucial to weigh how speaking up might affect relationships or future opportunities. If speaking up can lead to meaningful change or personal integrity, it is often worth it. However, staying silent might be the better option if it risks unnecessary conflict without a clear benefit.
Transforming workplace culture is not an overnight process. It begins with a commitment to change. By actively engaging all generations in dialogue and collaboration, we create environments where innovation thrives and employees feel valued.
We must confront issues such as bias and misunderstanding while building a culture that is adaptable to the needs of various generations. By learning from one another and being open to ideas foreign to us, we can break down stereotypes and redefine what it means to work together, creating a healthier, more productive workplace.
As we foster a speak-up culture, we can empower every employee—from seasoned veterans to the newest hires—to express their thoughts and ideas. Let us work collectively to build workplaces that are not just places of employment but spaces for growth, learning, and success for everyone.
— Camelia Gilani
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