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Are Gen Z and Millennials Less Tolerant of Toxic Work Environments Than Their Older Generation Counterparts?

You will often hear complaints of millennials and Gen Zs having no work ethic or not wanting to stay in one workplace for too long. Is this the case, or are they just exposing the hidden kinks of toxic work environments? Let’s find out.

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You will often hear complaints of millennials and Gen Zs having no work ethic or not wanting to stay in one workplace for too long. Is this the case, or are they just exposing the hidden kinks of toxic work environments? Let’s find out.

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Today’s workforce comprises four generations: Baby boomers, Gen X, Millennials, and Gen Z. First, let’s get the definitions out of the way so you can know which category to place yourself before reading on.

 

  • Baby Boomers are the generation born from 1946 to 1964. They grew up in an age of reform, challenging the status quo and questioning established authority systems. 

  • Generation X or Gen X is the generation born between 1965 and 1980. Those in this category came into existence when social media, the Internet, and cell phones started being developed, so they were just getting the hang of it.

  • Millennials include those who were born between 1981 and 1996. This group grew up having these things as a regular part of their daily lives.

  • The Generation Z or Gen Z age group was born between 1997 and 2012. This generation is deeply connected with technology and is known for being always online. 

That said, each generation has different contributions and expectations from the workplace. We go to work to earn an honest living while exploring our passions and potential in our roles. That part reigns true across the board. However, when it comes to job satisfaction and tolerance of workplace behavior, there is a stark difference in how each of these age groups handles things. Case in point; toxic work environments. 

 

What is a toxic work environment?

When I mention the term “toxic work environment.” the millennials and Gen Z in the room will recognize it immediately. In response, we will probably scrunch our faces in disdain because it is something we have learned to recognize and oppose. However, the older generations, like Baby Boomers and Gen X, might describe it as a typical Tuesday. This is unfortunate because it defines how each generation responds to such workplaces. 

A toxic work environment is one where the employees find it hard to move forward in their careers or work day-to-day because of the hostile atmosphere created by the company culture, supervisors, or coworkers. 

This type of workplace does not materialize from thin air; it is developed over time until the employees become accustomed to it and eventually see it as normal. As actress Jenifer Lewis so aptly put it, “If you sit in sh*t for too long, it stops smelling.” A toxic work environment can be evident from something as significant as high turnover, disregarding regular work hours. 

Considering that Baby Boomers and Gen X have been in the workforce for so long, they have probably been exposed to such work environments for years or even decades without realizing it. Someone who has worked somewhere they were constantly asked to do things outside work hours, or work on things outside their job description, may think they were simply going the extra mile. The newer generations, on the other hand, might view this as exploitation that infringes on their work-life balance and peace of mind. 

A report by Robert Walters, a London-based global recruitment firm, indicated that when it comes to Gen Z, 33% are looking for a workplace culture founded on purpose, 27% for strong social values, and a whopping 42% for mental health and wellness. If you have been talking to millennials and Gen-Z about their workplace, you will find that such issues come up frequently because they are passionate about them. 

The study further indicated that 55% of Millennials push for remote work and flexibility more than other generations. 37% of Baby Boomers and Gen X value a work-life balance while maintaining a high sense of independence.

However, work has changed significantly over the last few decades. Back then, people used to work the same job all their lives, so it was logical to do so without learning and developing any new skills. This is why older generations always support safety and stability at work over risk-taking, which they are never prepared to do. But taking risks and failing once in a while is how you learn. The younger generations have made this clear by how ready they are to seek new opportunities when current ones don’t serve their needs.  

To this, you may ask, “Doesn’t this just show they have no loyalty to their employers?” I counter by asking what employers are doing to ensure they keep them around? Jumping on a competitor’s offer might benefit the employee just as much as promoting them from their current job if they have been doing well. 

On the other hand, older generations tend to focus more on keeping their heads down and doing the job to avoid ruffling feathers. This is surprising, considering how we mentioned earlier that their generation was all about challenging the status quo (yikes!).

Baby Boomers seemingly lived to work, and this mentality was firmly rooted in their minds. Unfortunately, they passed this down to Gen-Y, who took it and pushed this ideology even further. As a result, they have projected their unrealistic expectations on younger generations entering the workplace, leading to increased burnout and reduced work satisfaction. 

The expectations on people just starting their career today are overwhelming, more often than not creating toxic work environments for younger generations. One is expected to have years of professional experience for an entry-level job even though you just completed your studies. But can we blame the older generation for this? 

They have always emphasized the importance of developing a career and reinforcing it as the secret to a happy and successful life. They are just passing down what they were taught. This could be why they have tied their happiness and fulfillment in life to their jobs. 

Younger generations have learned that work is not your life and you can achieve happiness outside it. Even though Gen Y continues to overwork, having a good work-life balance is more important than money, so leisure and downtime should be a significant focus. 

Luckily, younger generations have used what they know about today’s world and society to illuminate toxic work environments. This has put us well on the way to changing the workaholic mindset and achieving an excellent work-life balance. 

What the younger generations lack in years of experience, they make up for with immense knowledge through online exposure and the Internet’s massive resources. Millennials and Gen Z are more oriented towards social justice and aligned against issues such as bias, harassment, racism, and bullying - all of which comprise toxic work environments. 

Thus, it is natural that they are less accepting of tolerance of these issues in society, much less in the workplace. They have learned to be less accepting of mistreatment in any form, expecting positive behavioral change from the people around them and actioning for systemic change while at it. 

After “The Great Resignation,” more employees have been considering quitting or switching employees if they are not given the opportunity to work remotely part-time or full-time. This, coupled with increasing rates of depression and anxiety among the youth and worries of declining mental health following the pandemic, shows a significant shift is necessary for every workplace. 

So it’s not more about Millennials and Gen-Z being entitled but knowing and wanting better for themselves in the workplace, a privilege older generations may not have had during their time. After all, they have grown up in a more diverse world than we could have imagined and demand inclusion, respect, healthy well-being, and equity for all. Any workplace that lacks these elements is a walking red flag in their eyes and should start having conversations to address it. 

These aren’t just topics for the young, after all.

Written by

Sandra Musonge

Sandra Musonge is a part-time writer at Fuzu with over five years of experience under her belt, helping numerous B2B and B2C clients with their content needs. She writes to inspire and not just to inform. Her educational background in Biochemistry has given her a broad base from which to approach many topics. You can find her enjoying nature or trying out new recipes when she isn't writing.


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