GEN Z COHORT
Despite popular assumptions, Gen Z is not looking to work from their bedroom. Yes, they want flexibility, but they also crave collaboration and a sense of community. Remote work is a tool, not a goal. They want to connect, receive feedback and experience growth, but they want it all on terms that respect their individuality and rhythm. This is not a lazy generation – it’s a thoughtful one. And the workplace they are imagining is healthier for everyone. Too often, we hear about ‘managing’ Gen Z, but the real opportunity lies in learning from them. They are not asking for more beanbags or a better coffee machine. They are requesting authenticity, impact and a future they can believe in and help build. The companies that recognise this will not just attract Gen Z but also evolve with them – and that evolution is overdue. We are not dealing with a crisis of motivation. We are witnessing a redefinition of ambition, which raises a challenge for business schools. We need to create environments where students feel heard and supported in their professional and personal projects, as well as preparing them to transform business by embedding dialogue, co-construction and experimentation into the learning experience itself. At Edhec, we’ve long believed that education must serve not just markets but society as a whole. This generation is calling us to do precisely that – louder, faster and more urgently than ever before. We would do well to listen.
This makes them highly adaptable – but also harder to predict. Traditional career models, with their emphasis on linearity and ‘perfect matches’, are outdated. Those institutions that will thrive are the ones that help students learn how to navigate change, not avoid it. Gen Z doesn’t trust public institutions when it comes to transforming society. They view the private sector as the most effective place to bring about change and are more inclined to work in business than in government, politics, academia or religious institutions. They believe the business world can be a powerful engine for change, provided it is transparent and accountable. This generation is not anti-structure, but they reject onerous corporate frameworks and detest red tape. They want a seat at the table from day one and expect to have a voice on their team and regular exchanges with their managers. They appreciate a work-life balance that feels human, not corporate. Creating the workplace of the future This straightforward approach should also be evident in job postings. Gen Z job seekers are looking for recruitment ads that clearly present a job’s mission, compensation and corporate vibe, including its core purpose and values. For them, the hiring process should be relatively quick, lasting no longer than 24 days. If there’s a snag during recruitment, such as a scheduling mix-up, this generation won’t take it lightly, with three out of four saying they would form a bad impression of the company afterwards. Last but not least, once they’ve landed the job, this generation is eager to get to work, not waste time on endless meetings or mindless tasks.
Genevi è ve Houriet Segard, PhD, is associate director of the Edhec NewGen Talent Centre, a centre of expertise on youth career aspirations and job skills. With in excess of one million data points from surveys of more than 80,000 business students and recent graduates, the mission of the centre is to detect, understand and explain the changing career expectations of young people
Ambition • ISSUE 4 • 2025 45
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