The Early Careerist: Activating Impact

Authors: Emily Gianunzio, Chloe Carr

Every generation has gone through some major transformations at work that required them to be agile.

Baby Boomers experienced the shift from manual processes to early digital tools like email. Generation X saw the rise of personal computers and the internet, which laid the groundwork for more dynamic workflows. Millennials took this a step further with the widespread adoption of mobile technology and social media, pushing for greater connectivity and collaboration.

Now, it’s Gen Z’s turn. Raised in a world of constant tech change and disruption, we bring a natural digital fluency and adaptability to the workplace. Recent Korn Ferry data shows that we score highest in agility compared to other generations, thriving in environments where rapid change is the norm. Despite stereotypes, Gen Z is ready to redefine early career talent—blending innovation, adaptability, and a fresh perspective to drive impact.

New Kids, New Strengths

Gen Z brings a unique perspective to problem-solving, shaped by our experiences as the most racially and ethnically diverse generation in U.S. history. Over 70% of Gen Z adults believe society should be more accepting of differences. Our interconnectedness on social media has exposed us to a wide range of narratives and communities, expanding our worldview in ways that were less accessible to earlier generations.

Growing up with smartphones, social media, and AI has made us quick to adopt new technologies and experiment with fresh ways of working. This agility drives our desire for more flexible, efficient processes. Recent Korn Ferry data shows that Gen Z is the least satisfied with current workplace processes, and our frustration with outdated systems fuels our drive for innovation. For us, innovation isn’t just about technology—it’s about creating a culture of creativity and continuous improvement.

Tapping Into Gen Z’s Agility

Companies that embrace this can tap into our innovative mindset, enabling an environment where experimentation and collaboration thrive. Like every generation, Gen Z brings fresh ideas and new ways of thinking that can help drive positive change in the workplace. And by embracing our diverse viewpoints and mindset, companies can build an environment where collaboration and experimentation thrive, leading to better solutions and improved outcomes.

Here are three ways organizations can nurture and develop Gen Z’s agility to create more adaptable, innovative cultures:

1. Empower with flexibility. We’re not just talking about where we work—think how we work. Offering flexible work and project options can significantly boost productivity and creativity. In fact, research shows that productivity increases when work is designed around the individual rather than imposing a rigid structure. But flexibility goes beyond just remote or hybrid models. It also includes allowing autonomy over schedules which can look like enabling team members to attend health appointments or pick-up their kids from school without needing explicit permission. Building a flexible workplace requires leaders to rethink structures and processes that meet the skills and needs of every employee. By prioritizing flexibility, companies can tap into the full potential of Gen Z while strengthening their entire workforce.
2. Promote active learning. This isn’t just about offering workshops—it’s about creating real-time learning environments and offering regular stretch assignments. Gen Z values skill-building as the gateway to meaningful career paths. In fact, Korn Ferry research showed that 76% of Gen Z employees see L&D as an important factor in their workplace engagement. And research reveals that Gen Z students show a strong preference for active, hands-on learning like problem-solving activities or practical exercises. Managers shouldn’t just throw their Gen Z reports into the deep end; rather, let us lead projects, pitch bold ideas, and have regular experiences with emerging tech.
3. Encourage collaboration. Gen Z is new to the workforce, which means managers and mentors should spend time amplifying and encouraging early careerists until they feel comfortable contributing regularly on their own. Involve Gen Z employees in diverse projects and teams, engaging them while igniting more innovative thinking. Research found that 44% of Gen Zers are motivated by building relationships, and up to 80% of Gen Z students think that group study is helpful, making collaboration a natural way to engage us. Idea exchange and discussion is important as collaboration helps to fuel innovation. If Gen Z is exposed to different collaboration styles, such as peer-to-peer brainstorming for creativity, cross-functional team projects to fuel innovation, and leveraging digital tools for seamless remote teamwork, companies can build on and tap into our agility skills. Research shows that businesses with collaborative and inclusive cultures—such as those embracing Gen Z's digital fluency and preference for teamwork—report improved outcomes. When businesses encourage their Gen Z employees to bring new ideas into working teams and groups, they strengthen their overall performance from the individual to the organizational level.

Impact Hidden in Plain Sight

Gen Z’s impact on the workplace defies the negative stereotypes. Our generation brings a rare blend of agility, innovation, and a digital-first mindset—qualities that are critical for success in today’s working world. Companies that empower us to ideate, adapt, and collaborate will not only strengthen their competitive edge but also cultivate a workforce ready to meet future challenges. By investing in environments that harness these strengths, businesses better position themselves—and their Gen Z talent—for unparalleled growth and impact.