Sankalp Sanghi (B23157)

Ananya Gulati (B23120)

Sanya Singhal (B23158)
Mitali Mittal (B23141)
Shuvam Dam (B23161)
Kanali Mohith Reddy (B23133)
Pakshaj Bhardwaj (B23144)

Gen-Z’s Corporate Culture Makeover

Introduction

The Covid-19 pandemic had forced companies to get creative with the way they ran their
operations. Social distancing norms and lockdowns led to a wave of companies adopting
work from home wherever possible. WFH had its own pros and cons for the employees but
opened up a new can of worms for their managers. Wipro Chairman Rishad Premji expressed
his displeasure regarding the practice of moonlighting that had crept into the IT industry. As
the pandemic came to an end, the voices against work from home grew stronger and stronger.
That soon became a reality as companies began asking their workers to return to office. But a
new problem cropped up as workers began to delay their returns and some even resigned
citing varying reasons. Companies like TCS adopted a more gradual approach using their
25x25 model. While the trend to reject work from home has become quite pervasive,
successful new age companies like Zerodha chose to defy the trend and announced
permanent WFH for 90% of their staff and continued with the model even after the pandemic.
This divergence in approaches begs the question, when faced with a similar set of problems
why did the management of the different companies react differently?

What this generation wants

Today most of the Gen-Z workers are thinking of switching jobs. According to a 2023
LinkedIn survey, the number is 88 per cent. India’s Generation Z, want to work in an
impactful role and contribute towards change especially when it comes to sustainability. They
also want to work in challenging roles. But there is a mismatch between their wants and
needs, the organisations are largely ignorant of what they actually want from their work. This
results in constant job switches. This generation is unafraid to go after what they want, and
they switch jobs without second thoughts to work in an organisation that aligns with their
value system. This volatility can be reduced if companies focus on understanding the diverse
views of this generation instead of moulding them to the existing corporate culture.

Work Culture: Then vs Now

Gen-Z presently only represents 8.5% of the labour force; if managers find it difficult to
manage them today, what will happen when that percentage reaches 30% by 2030?

Gen-Zs are quitting traditional corporate cultures. Earlier managers and employees used to
spend their lives serving an organisation, but now Gen-Zs are changing their jobs and
workplaces faster than the release of newer models of iPhones, to suit their needs and wants.
If companies want to woo and retain young talent, they will have to make sure to build a
favourable working environment with enough incentives. Since deeds speak louder than
words, businesses must show their dedication to a wider range of social issues like
sustainability, climate change, and hunger.

The work culture or workplace expectations vary across generations, as each generation
grows up in a different environment. In a broader sense, the economic positioning of the
country has a significant impact on how the workplace culture is developed. For example,
Gen X people are typically loyal to their employers. An underlying reason could be the
“scarcity economy” that India was going through, during which the opportunities available to
the workforce were very limited. Therefore, one had to grab onto whatever limited
opportunities they had. Another reason was the familial structure. Back then, fulfilling
familial needs and obligations was considered a top priority, which prompted individuals to
look for safe and secure jobs. Hence Gen Xers adopted conventional methods in professional
settings and gave equal importance to work-life balance, which gets reflected in their
workplace culture.

On the other hand, the Gen-Z are shaped by the technical advancements around them. For
example, they prefer to communicate through text or email whereas Gen-Xers prefer to
communicate with each other in person or over the phone. Their desire for change might
superficially be projected as not being loyal contributors to their employers. They prefer
workspaces that have an informal setup and flexible work hours. Many internet companies
adopted a work culture suitable to the millennials in the formative phase of the first internet
generation. The latest workplace addition, Gen-Z has a fundamentally different perspective
on careers and choices than their predecessors. They are set to be the most diverse generation
as they prefer workplaces that promote diversity in a real and tangible way. They prefer a
personalised job description and flexible working hours. In order to retain the right talent
pool, present-day companies have to cater to the needs of Gen-Z. In failing to do so, Gen-Z is
not hesitant to job-hop.

Suggestions and conclusion

Keeping in mind the nature and ever-changing needs of Gen Z, organizations must break out
of their comfort zone and build a work environment that fits the professional needs of Gen Z
while ensuring a smooth experience. Some ideas for managing Generation Z in the workplace
include: First, invest in a technologically advanced workstation. Generation Z is proficient in
high-tech programs utilized at work. Furthermore, they are truly digital natives, having grown
up with the ever-changing internet, social media, and mobile networks. As a result, firms
must upgrade workplace technologies to correspond with Gen Zs' personal talents and
knowledge.

Generation Z expects an open-minded work atmosphere in which cross-generational

colleagues can collaborate and debate their various points of view. Understanding and
recognizing their points of view will help them feel included, appreciated, and respected.
Employers should therefore ensure that they encourage an open work environment by holding
brainstorming sessions, group conversations on work and nonwork-related issues, and so on.
Third, given Gen Z's competitive and collaborative mentality, managers should provide
honest feedback to them on a regular basis in order to continually analyze their work, identify
areas for growth, and recognize their accomplishments. Finally, instead of constantly
dictating how a task should be carried out, Gen Z expects leaders to inspire and influence
others, which restricts their capacity for innovation and skill development. Following the
transparent and efficient guidelines mentioned above, Gen Z can be seamlessly integrated
into the workspace and provide a holistic experience.