The Early Careerist: The (Fle)X Factor

Authors: Emily Gianunzio, Chloe Carr

Unlike physical flexibility, which takes years to develop, many Gen Z workers believe that workplace flexibility is attainable now. Our views on work-life integration are not a fad but a major shift in corporate culture as we know it. And understanding what makes our generation tick will be essential for any company that wants to attract—and keep—this talent.

Busting the Myth of the “Entitled Youth”

We hear it at work and see it on social media: Gen Z is entitled and overly demanding. We “don’t want to work” and “need everything explained” to us. We’re “afraid” of phone calls, and we just “want to be at home.”

Each generation has its own set of stereotypes. (Who can forget millennials and avocado toast?) And in the corporate space, picking on the “new kids” is a tale as old as time. But social media amplifies messages about Gen Z’s so-called “entitlement,” leading to misconceptions that we’re alone in our desire for flexibility.

The thing is: we’re not. It’s a trend across all generations. Flexibility is not about whether we get to work from home or not. It means having the freedom to choose when, where, and how we work, as long as we deliver the results expected of us. We can balance our personal and professional lives without sacrificing one for the other. And with this flexibility, we can adapt to changing circumstances, learn new skills, and explore opportunities that improve the quality of our work overall.

The ability to work flexibly often comes with age and tenure, as many leaders believe younger people have fewer responsibilities to warrant it. But life happens at all paces—and at all ages. To suggest otherwise neglects the diversity of lived experiences. According to Korn Ferry research, 69% of Baby Boomers find their schedules flexible enough to handle their family and personal duties, while only 59% of Gen Z employees could say the same. Though some disagree, the truth is that flexibility belongs to everyone—regardless of age, experience, or role.

Something to Flex About

Embracing work-life integration benefits all generations and drives innovation in the workplace. And flexibility not only supports the employee but offers several advantages to organizations, including:

• Increased productivity and performance. Studies show that flexible employees—including contract and full-time workers—are more productive, more engaged, and more satisfied with their work than workers with more rigid schedules. Flexible employees can adjust their schedules and environments to suit their preferences, moods, and energy levels, which can boost creativity and efficiency.
• Reduced stress and burnout. Flexible workers have more control over their work-life balance, reducing stress and burnout while improving their mental and physical health. Job flexibility creates opportunities to take breaks, rest, and recharge when needed, which can prevent workers from feeling overwhelmed and exhausted.
• Greater diversity and inclusion. Workplace flexibility can give underrepresented employees better access to opportunities and resources, no matter their location or background. This increased diversity can spark more learning and innovation, as teams get exposed to more diverse ideas and thinking. What’s more, flexibility supports the personal needs of employees—from family responsibilities to education—helping those with barriers, such as single parents or people with disabilities, stay in the workforce.

One Size Does Not Fit All

Workplace flexibility has many benefits, but there’s no universal solution. It’s an evolving process that depends on trust, communication, and collaboration between an organization and its people. Here are four actionable ways both employers and employees can create a more flexible workplace:

1. Be clear on expectations. Set clear, realistic expectations and goals for employees, and measure their performance based on outcomes—not inputs. Granting them flexibility and autonomy can go a long way in boosting their engagement and preventing burnout. At the same time, workers should be honest with their managers about their personal obligations. They should identify and share any meetings or appointments that are non-negotiable—like regular check-ins with the boss or weekly physical therapy sessions—and block that time off on their calendars in advance.
2. Create an environment for flexibility. Employers should provide the right tools, training, and support to help employees work flexibly and effectively, as it can be a learning curve for many. Providing guidelines and resources helps employees and employers adapt to a flexible workplace without feeling overwhelmed, which allows for a smoother transition that is supported and aligned with company culture. This helps avoid adjustment issues and helps employers lead with confidence.
3. Manage time and communication effectively. Workers should share their needs and preferences with their employers, negotiating a flexible arrangement that benefits both parties. Flexible structures work best when everyone communicates clearly and consistently. Employees should manage their time and tasks efficiently, keeping managers and colleagues updated on their progress and availability to build trust and collaboration. Likewise, employers should try to communicate their weekly schedule effectively and timely, understanding that non-urgent last-minute meetings and phone calls can interrupt important work and delay necessary tasks.
4. Give employees control of their schedules. Be mindful of each other's boundaries and avoid micromanaging employees or overloading colleagues. One way managers can take boundaries into consideration is by respecting the schedules of their direct reports. Having control over schedules allows workers to meet all their work commitments—including last minute calls or project emergencies—without sacrificing their ability to be present for things that may pop up in their personal lives. This could mean an employee starting work after 9 a.m. to accommodate school drop-offs or leaving work for a doctor’s appointment without needing to get explicit permission.

From Perk to Priority

When done right, workplace flexibility benefits everyone. Korn Ferry’s 2024 Workforce survey reports that 60% of respondents would stay in a role they hated if they had flexible working hours. It is more than just a small perk or luxury but a requirement of today’s workforce, supporting all employees—not just Gen Z.

When organizations embrace flexibility, they create a culture of efficiency, understanding, and innovation. This approach to work can create a dynamic workforce and contribute to long-term success, paving the way for a promising future for everyone.