Write an article about Crybabies or trendsetters? How Gen Z is shaking up the workforce .Organize the content with appropriate headings and subheadings (h1, h2, h3, h4, h5, h6), Retain any existing tags from Gen Z-ers are not merely looking for jobs; rather, they’re seeking out purpose-driven roles that reflect their values and lifestyle expectations. (Envato Elements pic)
KUALA LUMPUR: Members of Generation Z, also known as Zoomers, may be the youngest in the workforce, but they are already reshaping workplace culture and are no longer motivated solely by job security or prestigious titles.
Padiberas Nasional Bhd group head of talent Prakash Santhanam told Bernama that Gen Z, the first true digital natives born between the late 1990s and early 2010s, are not merely looking for jobs; rather, they’re seeking out purpose-driven roles that reflect their values and lifestyle expectations.
Gen Z-ers, he said, are focused on social impact, mental wellness and continuous self-development: priorities that are prompting employers to redefine what work feels like – not just what it pays – and to embrace the idea of “living, not just working”.
In contrast to their predecessors, such as Gen X and millennials, Gen Z is often perceived as outspoken and emotionally sensitive, sometimes labelled “crybabies”, yet they are more inclined to pursue meaningful work and flexible opportunities over job security or climbing traditional corporate ladders.
Despite the stereotypes, this generation is already a significant part of the workforce and is rewriting the rules of engagement at work.
Prakash, who has 15 years of experience in talent management and human resources, Prakash observed that Gen Z thrives under leaders who provide guidance, not control, and are not afraid to walk away from organisations that do not align with their values.
S Prakash.
“One of the most common questions Gen Z asks during interviews is, ‘What development resources and support will I receive in this role?’ They want to know what comes next, not just in five years, but what their next assignment will be after onboarding.
“When their ideas are rejected, they don’t just accept it, they want a dialogue and expect thoughtful alternatives. They expect a workplace that supports their growth continuously and managers who coach, not command, check regularly, and create space for them to contribute meaningfully.”
Prakash said Gen Z chooses flexibility, whether it’s remote work, flexible hours, or autonomy in completing tasks. They also don’t like being micromanaged.
While this generation is sometimes misunderstood as antisocial or resistant to pressure, they are in fact responsive to authentic engagement and constructive feedback that is delivered with empathy and respect.
“The ideal leadership style for Gen Z is purpose-driven communication, coaching-oriented support, and trust-based empowerment. Gen Z doesn’t wait for companies to evolve; they’re entrepreneurial and not afraid to carve their own path with new ventures,” Prakash added.
Young people today are more conscious about work-life balance, valuing personal time and flexibility over rigid work structures. (Rawpixel pic)
Meanwhile, National Organisation of Skilled Workers president Mohammad Rizan Hassan also refutes claims that Gen Z are problematic workers, saying instead that they are full of potential if properly trained, guided, and given the space to shine.
“The way we understand them needs to change. Gen Z wants a meaningful approach to work, transparent communication, and the opportunity to actively contribute. They do not easily submit to an unfair or old-school system,” he said.
Rizan asserted that today’s youth are generally more conscious about work-life balance and mental wellbeing, valuing personal time, family, and emotional health over rigid work structures.
“This is not a weakness; rather, it reflects a generation that wants to live a healthier and more productive life,” he concluded. “They tend to choose companies that respect rest time, and that have flexibility and a healthy work culture.”
and integrate them seamlessly into the new content without adding new tags. Include conclusion section and FAQs section at the end. do not include the title. it must return only article i dont want any extra information or introductory text with article e.g: ” Here is rewritten article:” or “Here is the rewritten content:”