02 Sep “Bridging Generational Gaps in Finance: Gen Z and Beyond” A Balanced Perspective
The finance industry has always been shaped by its people, and as Generation Z steps into the workforce, new opportunities and tensions naturally emerge. For older generations who built their careers in very different environments, it can sometimes feel as though Gen Z is rewriting the rulebook, for better or worse. But with a balanced view, we can see that what looks like a weakness is often just a different strength. Here’s how to rethink some of the most common critiques.
Are They Too Sensitive ‘Or Just Emotionally Intelligent’?
In the high-pressure world of finance, sensitivity is often misread as weakness. Gen Z places a stronger emphasis on mental health and emotional awareness, which can clash with the “tough it out” mentality of previous generations. However, their ability to recognise and articulate emotions can foster healthier workplaces, reduce burnout, and ultimately improve team performance.
High Salary Expectations Without the Graft?
Many leaders see Gen Z as ambitious without having yet “earned their stripes.” The reality is that this generation came of age during economic uncertainty, rising costs of living, and a rapidly changing job market. Their expectations around pay often reflect a practical need rather than entitlement. While their work style may look different, prioritising efficiency, digital tools, and balance, it doesn’t mean they lack ambition.
They Don’t Value Face-to-Face Communication ‘Or Are They Just Redefining It’
Older professionals often interpret Gen Z’s preference for digital communication as avoidance of in-person interaction. Yet, growing up with technology has simply made online-first communication natural for them. This doesn’t mean they can’t connect face-to-face, but they may prefer a mix, leveraging both digital platforms for speed and in-person time for depth.
Lacking Social Skills ‘Or Just Playing by New Rules’?
Networking drinks and long lunches may not be Gen Z’s style, but that doesn’t mean they lack social skills. Instead, they often prefer more purposeful, inclusive interactions. In a hybrid workplace, their way of building connections might look different, but it can still be highly effective when recognised and valued.
Easily Influenced ‘Or Exceptionally Adaptive’?
Critics argue Gen Z is too easily swayed by social media and trends. But adaptability is one of their strengths. In fast-moving markets and an industry where innovation is constant, their ability to pivot, absorb information quickly, and respond to shifts can be a significant advantage.
They Don’t Take Criticism Well ‘Or Do They Just Need Better Feedback’?
Traditional finance culture has often relied on top-down management and sharp critiques. Gen Z tends to respond better to feedback that is constructive, specific, and delivered in a way that encourages dialogue. Rather than resisting criticism, they are often seeking clarity and guidance.
Do They Want Instant Fulfillment ‘Or Simply Faster Results?’
Impatience is a common complaint, but Gen Z grew up in a world of instant access and rapid change. In the workplace, this translates to a desire for visible progress and tangible growth. With clear pathways for development and well-defined milestones, their drive for “instant results” can be harnessed into sustained motivation.
Rewriting the Rulebook: What Older Generations Can Learn from Gen Z and Vice Versa
Every new generation in finance has faced skepticism, but also brought fresh ideas that reshape the industry. Rather than framing Gen Z’s traits as flaws, leaders can view them as opportunities to evolve workplace culture, management styles, and client engagement strategies. The key is balance: combining the resilience and experience of older generations with the adaptability and innovation of Gen Z.
Conclusion:
“Generation Z is helping redefine the future of finance. By challenging assumptions and fostering mutual learning, firms can build a culture where every generation thrives together.”