27 Work Rules Boomers Made That Millennials and Gen Z Are Breaking

The workplace is changing quickly, and Millennials and Gen Z are at the forefront. These young workers are changing the way we work by demanding more flexible, inclusive, and meaningful jobs that align with their values and the changing world.

Millennials are currently the largest group in the workforce, but Gen Z is growing fast. By 2025, Gen Z is expected to make up about 27% of the workforce.

A recent survey by Deloitte shows that Millennials and Gen Z are staying true to their values as they navigate a rapidly changing world. As these generations grow in number and influence, they will shape how everyone works.

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! 

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.

Rigid Organizational Structures

Hierarchical structures are becoming less popular. Young workers like flat organizations where everyone’s ideas are valued. They want to share their thoughts openly without needing approval from many managers.

This shift can bring more innovation and quicker decisions. When people feel their opinions matter, they are more likely to share good ideas that can help the company succeed.

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.

Poor Work-Life Balance

Millennials and Gen Z don’t want work to control their whole lives. They want a good balance between work and personal time. One report said, “Millennials started the trend of better work-life balance, and Gen Z is making it normal.”

This change is good for everyone. When people have time to rest and enjoy life outside work, they return to their jobs feeling refreshed and ready to do their best.

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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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.

Micromanagement

Nothing hurts motivation more than a boss who constantly watches what you do. Young workers want to be trusted to do their jobs without being constantly supervised. They like leaders who help and advise, not those who control everything.

Most young managers don’t like micromanaging either. This might mean that things will change as more young people become leaders. When employees feel trusted, they usually become more confident and do better work.

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.

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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Long-Term Company Loyalty

It’s uncommon for people to spend their whole career at one company anymore. Young workers frequently switch jobs to gain new experiences and improve their skills. This practice of changing jobs often isn’t about being unfaithful; it’s about keeping yourself challenged and learning more.

In today’s quickly changing job market, being flexible is important. This trend encourages companies to provide better opportunities for growth and a good work environment to keep talented employees.

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.

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.

Traditional Employment Models

The gig economy is getting bigger, and young workers like it. A 2024 Upwork survey showed that 52% of Gen Z professionals are freelancing, with more than half working full-time hours. This trend likes flexibility, variety, and being in charge of your own work.

It’s not for everyone, but it’s changing old ideas about jobs. Companies need to think differently about how they find and keep good workers in a job market that is always changing.

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.

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.

Ignoring Mental Health

Talking about mental health at work is now common. Younger workers are open about their mental health and want their employers to provide help and resources. This change makes workplaces better for everyone.

It helps reduce shame around mental health issues and encourages people to ask for help when needed, resulting in a happier and more productive team.

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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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.

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.

Resistance to Remote Work

The idea that you need to be in an office to be productive is no longer true. Remote work has been successful, and younger workers like it. According to FlexJobs, 80% of Gen Z and 76% of Millennials say they work better at home.

This change means we need to rethink how we view work and productivity. It also brings advantages like shorter commutes and a better balance between work and personal life.

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.

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.

Neglecting Social Media in Business

Ignoring social media is not a choice for businesses anymore. Young employees believe social platforms are important for communication, marketing, and making people aware of their brand.

To adapt, companies need to create effective social media plans and be honest and interactive with their online audience. This also gives them new ways to market and connect with customers.

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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.

Outdated Leadership Styles

The old way of leading with strict rules is ending. Millennials and Gen Z like leaders who are easy to talk to, care about their feelings, and work together with their team. They want leaders who motivate and help their team, not just tell them what to do.

This new way of leading can make employees more involved and improve how teams work. It also means companies need to change how they train and choose their leaders.

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.

Basic Compensation Packages

A good salary is no longer enough. Young workers want benefits that include wellness programs, flexible work hours, and chances to grow personally.

Companies need to be creative with what they offer. This can make employees happier and healthier, and they will feel appreciated by their employers.

Embracing the Future of Work

Millennials and Gen Z are making big changes in the workplace. They want more flexibility, purpose, and balance in their jobs.

These changes are not just to make work better for young people. They are also making workplaces better and more productive for everyone.

Companies that adjust to new expectations will probably get and keep employees who are more involved, creative, and loyal. Those that do not change might have trouble attracting and keeping the best employees in the future.

The future of work is happening now. Younger generations are influencing it with their values and priorities. They want work environments that are more flexible and meaningful, which helps 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.