Is Gen Z rewriting the rules to fix a 'broken' work culture by redefining success and stability?

In a world where burnout is rampant, career loyalty is dwindling, and hybrid has become the new nine-to-five, one generation is quietly—and sometimes loudly—redesigning what “work” even means. Gen Z, born into a reality where the digital and physical blur into one, isn’t just changing jobs frequently. They’re questioning the entire structure.

At a recent TEDxFargo talk, Amanda Schneider, founder and president of ThinkLab, asked the audience a provocative question: “Would you rather stay in the same job for the rest of your career or change jobs every year until you retire?” While many attendees leaned toward stability, Schneider revealed that most Gen Zers chose the opposite. “Gen Z will make up 27% of the workforce by next year,” she said, “and the majority would rather change jobs every year than stay in one role forever.”

This revelation isn't just a statistic—it’s a signpost. It points to a generation uninterested in outdated corporate ladders and more drawn to kaleidoscopic career experiences that prioritize learning, impact, and flexibility. Schneider contends, “We have a choice. We can ignore them… or we can look to Gen Z as a prototype to help us build a better future.”

A Broken System and the Generation Bold Enough to Say So
“Work is broken,” Schneider said bluntly, and her research supports it. Knowledge workers are burned out, the old rules of nine-to-five barely apply anymore, and hybrid work has rewritten office culture. “This is the perfect time to rethink norms for the next era,” she argued. And it starts with listening to Gen Z.

Schneider outlined three transformative perceptions from Gen Z that could reshape the future of work—if we let them.

Gen Z Lives in a 'Phygital' World
The first is their seamless relationship with hybrid work. They are, as Schneider puts it, “blind to their own physical-digital fluidity.” For Gen Z, Zoom calls and coworking cafes are as natural as breathing. While older generations may still see physical and digital workspaces as separate entities, Gen Z thrives in both simultaneously. Schneider encourages all generations to go “phygital”—blending physical and digital working styles and focusing more on when people work than where. This shift, she said, necessitates new communication standards, team rhythms, and a rethinking of productivity itself.

They Demand Transparency
The second perception is around radical transparency. From salary disclosures on TikTok to candid conversations about work-life trade-offs, Gen Z wants clarity—and they offer it in return. “It’s okay for people to move on,” Schneider noted, “and be clear about what trade-offs they will and won’t make.” The implication for organizations? Clear, upfront communication about expectations, culture, and flexibility isn’t just nice to have—it’s now essential.

Companies must start boldly stating their values and policies. This empowers job seekers to self-select roles that truly fit their lives and philosophies. In a “five-star rating” world, Schneider says, people want to know what will make them effective at your company before they even apply.

Inclusion Isn’t Optional Anymore
Finally, Gen Z insists on inclusion. They want a seat at the table, even if they’re not sure how to pull out the chair. “Let’s engage new voices,” Schneider urged, pointing to Gucci’s successful experiment with a Next-Gen Advisory Board. When the luxury brand welcomed young creatives into strategic decision-making, they not only updated their style but also saw significant boosts in sales.

The call for inclusion isn’t about tokenism—it’s about tapping into the boldness, curiosity, and innovation that younger generations bring. “Put me in, coach,” they’re saying. But organizations must create paths, not just promises.

We All Need to Relearn Work
The talk ends with a simple but powerful conclusion: “Work, as we know it, is broken. Gen Z can help us fix it, but it will take all of us to make it happen.” Their values—fluidity, transparency, inclusion—aren’t fads. They’re necessities in a post-pandemic, tech-saturated world where work is increasingly personal and purpose-driven.

Rather than dismiss their job-hopping or TikTok transparency, perhaps older generations need to pay attention. Maybe Gen Z isn’t restless—they’re just refusing to settle for a model that no longer serves us.

And maybe, just maybe, they’re onto something.