Office Space Trends Influenced By Gen Z

Remote work is not going anywhere. Best I can tell, there are 2 explanations for why middle-aged Senior Execs think that they can rewind 10 years to a world of work where they enforce structured work hours, expect employees to sit in traffic, mandate a return to office policy, enforce restrictive employment contracts, & offer “improved collaboration, socializing, productivity & culture” as their reasons.   A. They don’t have teenage/young adult children, or B. They don’t communicate with them or empathize w/ their different world view   Why do I say this? Because Gen Z, the emerging workforce who will constitute 40% of businesses within the next 5 years, don’t buy into it. Not at all.   Gen Z has never known a non-digitally enabled world – they were born into it.   They take issue with the very reasons that those managers are citing:   1. Structured 9-5 work hours: They can’t see how this model results in financial stability/wealth creation. They can’t afford homes, they struggle to pay rent. They see their working parents constantly stressed & exhausted. 50% of their parents are divorced. Quality time with their parents is rare. They have the highest rate of depression & they blame exhaustion for it. This model doesn’t inspire them because they see the damage that it’s done to their families & themselves.   2. Commuting in traffic: Environmental damage is one of their top concerns. They blame greenhouse gasses for it, their parents & industry. They blame the energy crisis on office waste. They see commuting as polluting & want no part in exacerbating it.   3. A mandated RTO: They can’t afford to live in inner cities. If they’re told they must, in order to commute to an office, they see it as discrimination. They’re acutely aware that poorer people simply can’t entertain the idea. Inclusion is a very big deal for them.   4. Restrictive employment agreements: They’re motivated by short-work-stints & project-based work. Gen Z will change jobs up to 10 times between the ages of 18-34 & won’t be told who they can and can’t work for. 5. Collaboration & socializing: They don’t buy that one can’t socialize remotely. They’ve played PC & console games since the day they were born & all of those games involve building relationships & collaborating online. They’ve never met their virtual friends; however, absolutely qualify them as friends & collaborators. Covid lockdowns cemented their opinions. We told them during lockdown to embrace e-learning, online classes & collaboration tools. They delivered. We told them it was good; so, telling them now that digital working, socializing, & collaborating online is bad means they see us as hypocrites.   There will be some crusty middle-aged execs disputing my points – you can’t teach an old dog new tricks. But, know this: Those old dogs cannot future-proof their businesses whilst choosing to ignore what will be 40% of their future workforce. #remotework #futureofwork #rto #office #saas

Gen Z isn’t just asking for more flexibility at work. They’re asking for connection. And they’re hungry for it—literally. A major new global study from Compass Group and Mintel across 30,000 employees just revealed that 78% of Gen Z employees place a high value on social connection in the workplace. More than half said they would consider leaving their job if they felt lonely. What stood out most in the study wasn’t just the data—it was the role of food. Yes, food. The research shows that food is no longer just fuel at work—it’s a facilitator of belonging. From café-style coffee corners and wellness-focused cafeterias to snack stations in reading nooks and music lounges, Gen Z is demanding that the office be reimagined to encourage spontaneous interaction and meaningful connection. This hit home for me. For the past ten years, I’ve hosted hundreds of experiences that use food as a tool to bring people together. No titles, no small talk—just gratitude, storytelling, and shared humanity. And without fail, someone always says, “This is what I’ve been missing.” Gen Z is simply saying it out loud—and they’re saying it with urgency. Only 29% of Gen Z employees in unsocial workplaces feel connected to their company’s goals. Only 14% plan to stay long-term if the culture lacks real human connection. In contrast, those who take regular, intentional breaks are 52% happier than those who only stop when they’re burnt out. What’s clear is this: the companies that prioritize human connection—who create space for people to pause, gather, and be seen—will be the ones who win the future. Because this generation of employees isn’t just working for a paycheck. They’re working for purpose, people, and places where they feel like they belong. Sometimes, the most strategic thing you can do for your business is invite someone to coffee. Or better yet—dinner. Read the full study in the comments below!

8 ways Gen Z is already transforming the workplace. (Most companies aren't ready for it) I've taught them and coached them. They are demanding what we all deserve. If you are hiring, you better be prepared. Here's what they bring to the table: 1) Digital Natives 💻 ↳ They're raising the bar on tech ❌ Old systems and clunky processes won't cut it ✅ Companies that use systems wisely will win talent 2) Work-Life Balance⚖️ ↳ They won't sacrifice their personal lives for work. ❌ 9-5 in the office is a huge turn-off ✅They're pushing for flexible hours and hybrid/remote work 3) Mental Health Matters 🧠 ↳ They're talking about mental health and take it seriously ❌ Leaders with "suck it up" attitudes will lose talent ✅ Leaders who respect the whole person will gain allegiance 4) Diversity as a Default 🌈 ↳ They're the most diverse generation ever ❌ Homogeneous leadership is a red flag ✅They want to see workplaces that look like them 5) New Rules of Engagement 📱 ↳ They want fast, clear, and digital-first communication. ❌ They won't read endless email chains, and don't answer the phone ✅ They need unambiguous directions and super clear expectations 6) Purpose Over Paychecks 🎯 ↳ They're choosing jobs based on values, not just money ❌ Lip service to doing good a few times a year isn't enough ✅ Real community engagement and investment matters 7) Hierarchy Shakers 📊 ↳ They prefer flat structures and minimal meetings ❌ Protocols and gate-keepers ✅ Direct access, efficiency and impact are their game 8) Always Be Learning 📚 ↳ They want to grow, and fast. ❌ Days of slogging away in training classes before they can work ✅ Self-paced instruction and support for continued learning The future is here. Gen Z is leading the way. I'm rooting for them! What's been your experience working with Gen Z so far? Tell us in the comments👇 ♻️ Repost to help others manage multi-generational workplaces ➕ Follow Sarah Baker Andrus for more career and workplace insights

From Stagwell's Harris Poll....time for companies to drive a stake in the ground and begin to care about GenZ....not just complain....train them; stop pushing tech for tech's sake; create a real office atmosphere and culture that welcomes...we can all go to Starbucks to work be different. Read on: "Isolated By Tech, Gen Z Workers Want More Office Time: Freeman-Harris Poll Managers often describe having difficulty coercing Gen Z workers back into the office. However, our new survey with Freeman in CNBC challenges that notion as younger professionals seek more IRL work. Nearly all (91%) of Gen Z workers want a balance between virtual and in-person opportunities to connect with co-workers, and (86%) agree that attending in-person events is critical to career development. Yet today, only about two in five Gen Zers expressed high confidence in networking with people in their industry or building strong business relationships. Interestingly, over two-thirds of Gen Z say tech has made them feel less connected and more isolated in their careers, with nearly (80%) saying companies focus more on tech to “connect to” people rather than fostering “in-person connections.” Takeaway: “The data shows Gen Z isn’t driving a purely digital revolution – they’re advocating for a more thoughtful integration of digital and face-to-face interactions,” Janet Dell, Freeman CEO, said. “They’re not looking to hide behind screens; they’re actively seeking opportunities to build interpersonal skills and meaningful professional relationships. This generation has a sophisticated understanding of when technology helps and when it hinders real connection.”"

Gen Z will control $450B in spending power in 2025, but that's not what shocked me... Our AI ALPI analysis revealed a massive shift in workplace dynamics that HR leaders and CEOs need to prepare for: 86% of Gen Z workers strongly prefer remote work → traditional office perks aren't moving the needle Key insights for business leaders: 1. Workforce Evolution ↳ 74% seek stable employment BUT want entrepreneurial flexibility ↳ Mental health prioritized over physical health (66%) ↳ Strong preference for purpose-driven work 2. Lifestyle Transformation ↳ 52% alcohol-free by choice ↳ 31% open to permanent renting ↳ 93% value long-term relationships ↳ Heavy focus on sustainability 3. Economic Impact ↳ 35% of income going to rent ↳ Significant exodus from high-cost cities expected ↳ Growing creator economy participation ↳ Strong economic optimism (60%) Business Implications: → Remote-first infrastructure is non-negotiable → Mental health benefits need complete redesign → Traditional office perks becoming obsolete → Sustainability initiatives critical for talent attraction The most surprising finding? Companies still investing heavily in office perks are missing what this generation actually values: flexibility, purpose, and mental well-being. 🔥 Want more breakdowns like this? Follow along for insights on: → Getting started with AI in HR teams → Scaling AI adoption across HR functions → Building AI competency in HR departments → Taking HR AI platforms to enterprise market → Developing HR AI products that solve real problems #FutureOfWork #HRTech #Leadership #GenZ #Hiring