Gen Z demands workplace change, embraces feedback culture
SEOUL, SOUTH KOREA — A comprehensive survey from a local job-search platform, Catch, indicates a major shift in workplace dynamics among South Korea’s Generation Z.
Conducted with 1,699 young adults born post-mid-1990s, the survey reveals that 90% of respondents are unwilling to stay silent about workplace issues.
When questioned about their likely reaction to dissatisfaction at work, only 10% would choose to keep their concerns to themselves. Instead, 25% would confide in a colleague, 23% would leave their job, and 21% would seek advice from a supervisor. Interestingly, 6% expressed a willingness to join labor unions to seek resolution.
Mixed reactions to labor unions
While the idea of unionizing garners attention, the Catch survey uncovers mixed feelings about actual membership.
Only 31% of participants said they would join a union, while 18% opposed the idea, citing the politically charged nature of unions as a deterrent.
“Because Gen Z tends to prioritize personal benefits, they tend to join a labor union based on what benefits they can get,” a Catch official explained.
“They were particularly interested in factors like pay raises, better work conditions and job security.”
Outspokenness viewed as Gen Z’s greatest workplace strength
Dr. Benjamin Granger, chief workplace psychologist at Qualtrics, views Gen Z’s outspokenness as one of their greatest strengths.
“Gen Z’s greatest strength is that they’re more likely than other generations to challenge the status quo,” Granger told CNBC.
“Those conversations and those experiences are where innovation and creativity happen.”
This generation’s strong sense of social and environmental responsibility is driving them to push for more equitable and sustainable workplaces.
Their willingness to challenge employers on these issues can lead to more efficient processes, happier employees, and better products.
Navigating feedback culture in the workplace
While Gen Z’s proactive attitude is generally linked to positive career outcomes, it can sometimes clash with traditional workplace norms.
Granger advises young professionals to consider the feasibility of their suggestions and focus on ideas that benefit the entire organization, not just themselves.
For these conversations to be truly effective, leaders need to create an environment where feedback is encouraged and solicited.
“Giving and receiving feedback can unlock different parts of you that you didn’t even know existed and benefit your professional growth,” said Granger.
