Top image: Joy Lai / RICE file photo
I’ll never forget the evening a friend arrived at dinner visibly seething. His Gen Z intern made a mistake at work and then promptly took medical leave, leaving a migraine-inducing mess behind.
His eyebrows were hiked hilariously high as he unleashed a colourful string of profanities, unloading at what he called the “strawberry generation”.
While it’s unfair to paint an entire generation with the same brush, I admit I was pretty entertained, so I let him vent a bit longer.
But as I listened, I couldn’t shake the sense of sympathy I felt for Gen Z. They’ve grown up under immense social pressure—both online and offline—while grappling with skyrocketing living costs, eye-watering property prices, and an uncertain future. It’s hard not to root for them; after all, they may be our planet’s last hope against a global warming apocalypse.
The oldest members of Gen Z, now around 27, are beginning to step into leadership roles. Will a Gen Z-led society slay or be mid? Cognizant of the unscrupulousness of capitalism, could Gen Z mould Singapore Inc. into a more transparent and socially conscious workforce?
But, of course, the unyielding bottom lines of the corporate world could very well reel Gen Z’s lofty ideals back down to earth. Nonetheless, there’s hope that this generation’s desire for a better future can negotiate a kinder compromise.
“I think the Gen Z mindset tends to be more diverse yet individualistic compared to the older generations. There is a greater focus on ‘self’, be it self-development or just work-life balance. I expect to see more diversity in jobscopes, flatter hierarchies and more collaborative environments. This has already been in motion since millennials took over.
Right now, Gen Z is still finding its footing and learning at the bottom of large organisations, but we are likely to shift from ‘I will follow the Singaporean way of doing things’ to ‘I will leverage my strengths when doing things’ when they rise in stature. They’re starkly more eco-conscious, inclusive and are writing their own narratives, so I hope they can encourage a creative and innovative Singaporean work culture.”
— Sheila, 34, portfolio manager in the finance industry
“Gen Z will probably do more meaningful work and advocate for social justice—just look at their Change.org petitions and TikTok exposés that pop up every other day. You can tell they want to engage in something with more social impact.
The culture might become more organic and flexible, and old-school corporate ‘rules’ might just go out the window. Everyone will be more or less equal, and the hierarchy will be flat. Work-from-home might become more common, or work-from-office might not even exist anymore.”
— Mei, 38, an event organiser in the finance industry
“Gen Z was introduced to social media at a young age, including its critics, trolls and woke culture. Millennials discovered social media after we had already developed the courage to defend our opinions.
I was part of a recent street interview series, where many young interviewees said the same thing: ‘I hope I don’t say something wrong that will get me cancelled.’ I hope that when Gen Z become leaders, they will speak up for what’s right and bravely defend their beliefs. Please take criticism in your stride, but don’t bend backwards because of it.”
— Luke, 39, social media content creator
“They’re more impulsive and reactive because they were raised in a culture of instant gratification. Their short attention span might lead to hasty decision-making, and I’ve noticed some of them dislike discomfort, which is the opposite of the patience and resilience needed in leadership roles.
I had former Gen Z employees who assumed they knew more than they actually did, so when they dove into tasks without adequate planning or checking for defects, the result was far from perfect. I went down personally to remedy these problems, which wasted a lot of time and money.”
— Joven, 39, managing director in the construction industry
“I just attended the launch of a report by the City of London and St Paul’s Cathedral that surveyed Gen Z workers, particularly in marginalised communities. Hardly anything will change, in my opinion.
But it also depends on whether incentive structures around them change, such as returns on capital, regulation and labour markets. My peers who once complained about their bosses in our younger days complain about their juniors today. This is partly a manifestation of the adage that every generation thinks of itself as the smartest. As it was with millennials, so it will be with Gen Z. Being from a particular generation will not of itself be the driver of change because people grow into the structures that nudge their behaviour.”
— Ervin, 34, a lawyer who runs his own private practice
“They are spoiled brats. They always put themselves first and feel they deserve more. I know a Gen Z kid who was disappointed that his family vacation wasn’t a luxurious destination he’d seen influencers visit, so he complained the whole trip.
As employees, I’ve heard them voice out that employers are wrong and they are right. That’s not a bad thing, though, and when they become leaders, I hope that that mindset doesn’t change. They can channel this sort of attitude and enthusiasm towards championing causes they care about, such as nurturing a more inclusive workforce that is more forward-thinking.
When these kids grow up, I hope they learn humility but never lose their spirit of challenging the status quo. I hope they will become determined leaders who emphasise respect for employees and colleagues.”
— Vas, 40, director in the tech industry
“I am not exactly sure how Gen Z mindsets differ from those of older generations, but on a personal level, Gen Z leadership might be more agile, open, and flexible than their predecessors in making decisions. They lean toward a democratic rather than an autocratic style—prioritising mental health, well-being and work-life balance more than their predecessors.
We might see a deeper focus on collaboration being championed in the workplace. There’s been a significant focus on ESG (environmental, social, and governance) in recent years, and Gen Z leaders brought up in ESG awareness, will take sustainability and eco-positivity into deeper consideration than their predecessors.”
— Jon, 39, manager in the shipping industry
“Right now, Gen Z are already leading social and environmental movements. When they become corporate leaders, they will probably push their employees less, be more flexible, and be more sensitive towards issues like inclusion, diversity, the environment and sustainability. As a result, Singapore’s workforce might work less hard and develop a ‘can quit anytime’ attitude.”
— Faith, 32, venture capital and private equity
“I’ve witnessed senior leadership management forcefully moulding young people into heavy-handed leaders for the sake of continued output and growth. No, we’re supposed to pass the torch and not clone ourselves. Our succession plan should involve equipping Gen Z well. They can carve their own future.
I have faith in well-equipped Gen Z future leaders that when they tackle future problems and strive towards their own objectives, their human resilience and wisdom will help them shape the type of society that they want.”
— Diana, 41, director of a supply chain firm
“To be honest, I don’t think they’d be very different from the millennials in terms of how they lead and when it comes to upholding standards or accountability. However, they will probably seek to create more work-life balance and a more collaborative work culture—they don’t see work as a big part of their identity.
They will also be more eco-conscious, as they are already spending more on products made sustainably and accountably. They aren’t making a huge impact yet, but they are already accumulating experience, so we might be on the cusp of change.”
— Bren, 37, a producer in the film industry
