28 Work Traditions Millennials and Gen Z Refuse to Follow 

The workplace is changing fast, and Millennials and Gen Z are leading the charge. These young workers are rewriting the rules of work, pushing for more flexible, inclusive, and meaningful approaches that match their values and the evolving world.

Millennials currently make up the largest segment of the workforce, while Gen Z is quickly gaining ground. In fact, Gen Z is projected to account for 27% of the workforce by 2025. 

According to Deloitte’s 2024 Gen Z and Millennial Survey, these generations are sticking to their values as they deal with a rapidly changing world. As Millennials and Gen Z continue to grow in numbers and influence, their preferences will shape how we all work. 

Let’s look at 28 traditional work practices that these generations are saying goodbye to, and why it matters for all of us. 

What do you think about these changes? Did we miss any? Let us know in the comments! 

Strict 9-to-5 Hours

The old-school 9-to-5 workday is fading away. Young workers demand flexible arrangements that let them balance work and life better. A recent study found that 73% of Gen Z employees want permanent flexible work options. 

This shift isn’t about working less, it’s about working smarter. Some people are more productive early in the morning, others late at night. Flexible hours let employees work when they’re at their best. 

This change helps people manage their personal lives better and often leads to happier, more productive workers.

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Formal Dress Codes

Stuffy suits and ties are becoming a thing of the past. About half of workplaces now have casual dress codes. This isn’t just about comfort (though that’s important). It’s about letting people express themselves and feel more like themselves at work. 

Of course, there are still times when dressing up makes sense. But for everyday work, Millennials and Gen Z prefer to keep it casual. This shift can lead to a more relaxed, creative work environment where people feel free to be themselves.

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Rigid Organizational Structures

Top-down, hierarchical structures are losing favor fast. Young workers prefer flatter organizations where everyone’s ideas count. They want to share thoughts freely, not wait for approval through many levels of management. 

This change can lead to more innovation and faster decision-making. When everyone feels their voice matters, they’re more likely to speak up with great ideas that can help the company grow.

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Closed Offices and Cubicles

The days of everyone stuck in their own little box are ending. Open, collaborative spaces are becoming more popular. These layouts make it easier for people to work together and share ideas. 

And with remote work on the rise, the “office” might not even be a physical place anymore. This shift supports teamwork and can spark more creativity. It also reflects the fact that work doesn’t always happen in one fixed place anymore.

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Poor Work-Life Balance

Millennials and Gen Z refuse to let work take over their entire lives. They’re pushing hard for a real balance between work and personal time. As one report put it, “Millennials have paved the way for better work-life balance, Gen Z has decided to make it the new norm.” 

This change is good for everyone. When people have time to rest and enjoy life outside work, they come back to their jobs refreshed and ready to give their best effort.

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Overly Formal Communication

Stiff, formal ways of talking at work are on their way out. Young workers prefer a more casual, direct style that feels natural. They want clear, honest communication without all the corporate jargon. 

This shift can lead to better understanding between coworkers and with clients. When people communicate clearly and honestly, it builds trust and makes work smoother for everyone.

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Yearly Performance Reviews

Once-a-year performance reviews feel outdated to Millennials and Gen Z. They want feedback more often, not just once every 12 months. This helps them grow and improve continuously, rather than waiting a long time to know how they’re doing. 

Regular feedback can lead to faster improvement and better relationships between managers and employees. It also helps catch and solve problems early, before they become big issues.

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Micromanagement

Nothing kills motivation faster than a boss who watches your every move. Young workers want to be trusted to do their jobs without constant oversight. They prefer leaders who guide and mentor, not those who control every little thing. 

Interestingly, most Gen Z managers don’t like micromanagement either. This suggests this change might stick around as more young people become leaders. When employees feel trusted, they often become more confident and do better work.

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Overtime Culture

The idea of working extra hours just because it’s expected is losing ground. Gen Z, especially, pushes back against the overtime culture. They’re less likely to chase promotions if it means giving up their personal time and lifestyle. 

This shift shows a change in priorities, putting personal well-being ahead of climbing the corporate ladder. Companies are starting to realize that well-rested employees are more productive and creative, leading to better results in the long run.

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Fixed Job Roles

Strict job descriptions are becoming less common. Millennials and Gen Z want the freedom to grow, learn new skills, and work on different projects. The Deloitte survey mentioned earlier found that 66% of Millennials and 64% of Gen Z want varied responsibilities in their careers. 

This desire for diverse experiences keeps work interesting and helps employees develop a wide range of skills. It also benefits companies, creating a more adaptable workforce ready to tackle new challenges.

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Long-Term Company Loyalty

Spending an entire career at one company is now rare. Young workers often change jobs, looking for new experiences and growth opportunities. This job-hopping isn’t about being disloyal. It’s about continuously challenging yourself and expanding your skills. 

In today’s fast-changing job market, staying adaptable is key. This trend pushes companies to offer better growth opportunities and work environments to keep talented employees.

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Traditional Career Paths

The old idea of climbing the corporate ladder step by step is fading. Millennials and Gen Z are more interested in gaining diverse experiences and skills, even if that means moving sideways or trying completely different fields. 

They’re defining success on their own terms, not just chasing the next promotion. This change encourages a more diverse and well-rounded workforce, with people bringing varied experiences to their roles.

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Overemphasis on Degrees

While education remains important, Millennials and Gen Z recognize that skills, experiences, and certifications can be just as valuable as a college degree. They focus on what someone can do, not just what diploma they have. 

This shift opens up opportunities for people with non-traditional educational backgrounds. It also encourages lifelong learning and skill development beyond formal education.

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Traditional Employment Models

The gig economy is growing, and young workers are embracing it. A 2024 Upwork survey found that 52% of Gen Z professionals are freelancing, with over half of those working full-time hours. This trend values flexibility, variety, and being your own boss. 

While not for everyone, it’s changing traditional ideas about employment. This shift requires companies to rethink how they attract and retain talent in a more fluid job market.

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Prioritizing Job Security Over Fulfillment

Job security used to be the main goal, but Millennials and Gen Z often prioritize purpose and job satisfaction over a guaranteed paycheck. They want work that aligns with their values and gives them a sense of meaning. 

This change is pushing companies to think harder about their mission and impact. It’s also encouraging a more honest dialogue about what employees really want out of their work lives.

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Lack of Workplace Diversity

Homogeneous workplaces are no longer acceptable. Young workers demand real diversity, equity, and inclusion. It’s not just about meeting quotas, it’s about creating truly inclusive environments where everyone can thrive. 

This push for diversity is making workplaces richer in perspectives and ideas. It’s also helping companies better understand and serve diverse customer bases.

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Ignoring Mental Health

The days of keeping quiet about mental health at work are over. Millennials and Gen Z are open about mental health and expect their employers to offer support and resources.

This change is making workplaces healthier for everyone. It reduces stigma and encourages people to seek help when they need it, leading to a happier and more productive workforce.

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Gender Pay Gap

Young workers are strongly pushing back against pay inequality. There’s a growing demand for transparency and fairness in compensation. This shift is forcing companies to examine their pay practices and work towards eliminating unfair wage gaps. 

It’s a change that benefits not just women, but anyone who has faced pay discrimination. The result is fairer workplaces where people are paid based on their skills and contributions, not their gender or other factors.

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Corporate Social Responsibility

Millennials and Gen Z expect their companies to take stands on important social issues. It’s not enough to just make a profit, businesses need to show they care about making the world better. 

This expectation pushes companies to think about their broader impact on society and the environment. It can lead to more ethical business practices and positive changes beyond the workplace.

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Office Politics

Toxic workplace dynamics and playing favorites are big turn-offs for young workers. They want recognition based on merit, not who you know or how well you play the game. 

This shift can create healthier work environments where people are valued for their contributions, not their ability to navigate office politics. It encourages more honest and straightforward interactions in the workplace.

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Resistance to Remote Work

The idea that you must be in an office to be productive is outdated. Remote work has proven successful, and young workers embrace it. FlexJobs reports that 80% of Gen Z and 76% of Millennials say they’re more productive working from home. 

This change requires a shift in how we think about work and productivity. It also offers benefits like reduced commute times and better work-life balance.

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Outdated Technology

Using old, slow technology that makes work harder is a big no-no for Millennials and Gen Z. They expect up-to-date, efficient tech that helps them do their jobs better. This push for better tech is forcing companies to stay current with their tools and systems. 

It often leads to more efficient work processes and can give companies a competitive edge. Plus, it helps prepare businesses for future technological changes.

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One-Size-Fits-All Training

Generic training programs are losing favor. Young workers want learning opportunities that fit their individual needs and career goals. While older generations might prefer structured, expert-led training, Millennials and Gen Z like interactive, collaborative, and self-directed learning. 

This shift is leading to more personalized and effective training programs. It helps employees develop the specific skills they need, which benefits both the workers and the company.

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Neglecting Social Media in Business

Ignoring social media in business is no longer an option. Young workers see social platforms as crucial tools for communication, marketing, and building brand awareness. 

This change requires companies to develop strong social media strategies and to be more transparent and engaged with their audience online. It also opens up new opportunities for marketing and customer engagement.

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Resistance to Change

Unlike some older generations who might resist change, Millennials and Gen Z are all about adaptability and innovation. They’re ready to try new things and adjust to new situations. This openness to change is pushing companies to be more flexible and innovative. 

It’s helping businesses stay competitive in a fast-changing world. Companies that embrace this mindset often find themselves better prepared for future challenges and opportunities.

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Basic Compensation Packages

A good salary alone isn’t enough anymore. Young workers expect comprehensive benefits packages that include things like wellness programs, flexible hours, and opportunities for personal growth. 

This shift requires companies to think creatively about their compensation and benefits offerings. It can lead to happier, healthier employees who feel valued by their employers.

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Outdated Leadership Styles

The days of the authoritarian boss are numbered. Millennials and Gen Z prefer leaders who are approachable, empathetic, and collaborative. They want leaders who inspire and support their team, not just give orders. 

This change in leadership style can lead to more engaged employees and better team performance. It also requires a shift in how companies develop and promote their leaders.

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Unethical Business Practices

Young workers are paying close attention to corporate ethics. They’re rejecting companies involved in questionable practices or those that lack transparency. This focus on ethics is pushing businesses to be more responsible and open about their operations. 

It’s leading to better business practices and more trust between companies and their employees. In the long run, this shift can help create more sustainable and respected businesses.

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Embracing the Future of Work

Millennials and Gen Z are reshaping the workplace in significant ways. They’re pushing for more flexibility, meaning, and balance in their work lives. These changes aren’t just about making work more enjoyable for young people, they’re about creating better, more productive workplaces for everyone.

Companies that adapt to these new expectations will likely find themselves with more engaged, creative, and loyal employees. Those that resist change might struggle to attract and keep top talent in the years to come.

The future of work is already here, and it’s being shaped by the values and priorities of these younger generations. Their push for more flexible and purposeful work environments benefits workers of all ages.

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AI was used for light editing, formatting, and readability. But a human (me!) wrote and edited this.