Gen Z is making its mark in the C-suite, revolutionizing workplace norms by eliminating meetings, fixed work hours, and more.‍

Gen Z is reshaping the C-suite, challenging conventional workplace practices by abolishing meetings, fixed work hours, and other norms, ushering in a new era of productivity and collaboration.

By 2024, Gen Z individuals are anticipated to surpass baby boomers in the American workforce for the first time. However, currently, this youngest segment, with its oldest members being 27, is often viewed as novel, with aspects like email signatures and salary expectations scrutinized. CNBC Make It investigates how Gen Zers are reshaping career guidance, office dynamics, and beyond.

Envision a workplace devoid of meetings or lengthy email threads—a space where individuals determine their own schedules, and colleagues openly share salary details and therapy sessions.

With the increasing presence of Gen Z individuals in the C-suite, workplaces, both physical and virtual, are adopting their characteristics.

While the average age of CEOs remains around 54, McKinsey & Co. notes a rising number of Gen Z CEOs.

McKinsey reports that Gen Z individuals exhibit a keen interest in leadership roles, with over double the proportion compared to Gen X expressing a desire to become a CEO (38% versus 18%, respectively). This inclination surpasses that of baby boomers (21%) and even millennials (31%).

The formative years of much of Gen Z were shaped by the Covid-19 pandemic, characterized by profound social unrest, record-high resignation rates, and widespread burnout. These experiences have fueled their aspiration for autonomy, flexibility, and meaningful work, driving their desire to lead and innovate.

It's important to note that challenging workplace norms is not exclusive to Gen Z.

Similar to the current perceptions of Gen Z, millennials have faced stereotypes of being coddled, lazy, and entitled job-hoppers.

John Avi Socha, the 27-year-old COO and legal operations director of Hemmat Law Group in Seattle, highlights the shared values between both generations, emphasizing that millennials were just as ambitious and optimistic in their twenties. He attributes the difference in experiences between the two generations to the impact of the 2008 recession on millennials, which hindered their career advancement and financial prospects.

Socha suggests that factors such as escalating student debt and soaring real estate prices have contributed to making some millennial leaders more cautious and cynical compared to their Gen Z counterparts.

Here’s what Gen Z is bringing to the C-suite: 

No meetings and free-for-all scheduling 

Meetings are a rarity at The Z Link, a marketing agency entirely staffed by Gen Z members.

This unconventional work style was introduced by the agency's founder and CEO, Erifili Gounari, who launched The Z Link in 2020 while studying at the University of Glasgow in Scotland.

Operating entirely remotely, Gounari manages a team of 25 employees scattered across numerous countries, including Portugal, Finland, Spain, and the U.S. Despite the distance, Gounari and her team have successfully cultivated a strong client base, boasting names like Deloitte and Ikea.

Gounari explains her aversion to excessive meetings, citing past experiences where such gatherings felt unproductive and wasteful. She believes that prioritizing operational efficiency over superficial practices is crucial for effective leadership and enables individuals to focus on meaningful projects and responsibilities.

At The Z Link, communication primarily occurs through voice memos or Slack messages, while collaboration takes place on Google Docs for feedback and problem-solving. Meetings are reserved for client requests or emergencies.

Gen Z's upbringing in a digital era, marked by constant connectivity and technological advancements like AI and social media, profoundly influences their work habits and preferences, notes Gounari. They prioritize efficiency and readily adopt tools to enhance productivity.

Embracing asynchronous work, employees at The Z Link enjoy autonomy over their schedules, coordinating hours for client projects but otherwise selecting their own work times. This flexible approach aligns with Gen Z's preference for adaptable schedules, as highlighted in a 2023 Adobe report, which revealed that a quarter of Gen Z individuals are most productive between 6 p.m. and 3 a.m. In contrast, fewer than 15% of millennials, Gen Xers, and baby boomers are active during these hours.

Gounari emphasizes the importance of trusting individuals to work during their peak creative and productive periods, recognizing that creativity cannot be rushed. This approach has facilitated the production of high-quality work at The Z Link.

Making workplaces more casual and open 

Sid Pandiya, a 24-year-old CEO, integrates therapy appointments into his work calendar and opts for witty GIFs over formal emails—a practice embraced by his colleagues at Kona, a Slack-integrated tool for remote managers.

Working remotely from San Francisco, Pandiya oversees a team of five employees—two millennials and three Gen Zers.

According to Pandiya, Gen Z prioritizes transparency over traditional notions of professionalism, particularly concerning discussions on mental health. He notes that fostering openness and vulnerability among staff members has strengthened trust and collaboration within the team.

A Monster survey of 1,000 18 to 24-year-olds found that 92% of Gen Z individuals prioritize feeling comfortable discussing mental health at work, while 52% would reject a job lacking a good work-life balance.

Sid Pandiya emphasizes that cultivating a relaxed, open workspace promotes the mental well-being of young employees. According to him, vulnerability fosters stronger connections, necessitating a safe environment for discussing mental health and job-related challenges.

Pandiya underscores the significance of being authentic at work, asserting that a conducive environment allows individuals to thrive and remain motivated.

In Pandiya's experience, casual communication minimizes workplace conflicts by fostering mutual understanding and positive assumptions.

While it's early to ascertain the distinct characteristics of Gen Z CEOs, Pandiya believes they prioritize humanizing work. He notes a common mindset among Gen Z leaders: prioritizing employee well-being correlates with company success. Empathetic leadership, he suggests, is intrinsic to Gen Z's approach, acknowledging the importance of work-life balance and personal interests in enhancing professional performance and organizational achievements.

How Gen Z and Baby Boomers are working together in the C-Suite 

When John Avi Socha, the 27-year-old COO, joined Hemmat Law Group in 2019, he and his 62-year-old boss, Steven Hemmat, comprised the entire staff.

Recognizing the need to recruit more Gen Z talent, Hemmat sought Socha's advice on an effective approach: incorporating salary ranges into job advertisements.

The economic uncertainty and rising living costs have made salary transparency a top priority for Gen Z job seekers. An Adobe survey of over 1,000 Gen Zers in December 2023 revealed that 85% are less inclined to apply for positions lacking disclosed salary ranges.

In 2019, when Socha embarked on his career, salary transparency was an emerging trend rapidly gaining traction. That year, Colorado became the first state to implement a salary transparency law, reflecting the growing demand for openness in compensation discussions.

For Socha and his peers, discussions about salary transparency were commonplace. He recalls his early career in the non-profit sector, earning around $50,000 annually, and grappling with the challenge of affording basic expenses in a high-cost city—a sentiment echoed by his friends facing similar financial constraints.

Socha believed that incorporating compensation details into job advertisements could provide Hemmat Law Group with a competitive edge in recruiting and retaining talent. "Seattle has a competitive legal talent market," he notes. "We're competing against larger, more established firms."

Hemmat quickly embraced the idea, prioritizing transparency over traditional hiring practices. "Maintaining transparency made more sense," he explains. "It saves time by aligning candidates' expectations with the role."

After implementing salary ranges in job postings, Hemmat Law Group experienced a significant uptick in candidate interest. Socha observed an "almost instant" increase in applications, averaging 50 to 70 per role—far exceeding their expectations.

With a workforce now comprising mostly Gen Z and millennials, Hemmat Law Group has achieved nearly perfect retention since 2019. Socha attributes this success to aligning corporate practices with Gen Z's values, including introducing a peer-led performance review process aimed at easing young employees' anxieties.

Hemmat underscores the importance of fostering a harmonious and collaborative workplace environment where all employees feel valued. Socha emphasizes that creating such a space is crucial for Gen Z's professional growth and overall success.

Source: cnbc‍