11 Mar Gen Z & the Workplace Loyalty Shift: What’s Next?
If you’re struggling to retain young employees, you’re not alone. A recent survey conducted by PapersOwl and discussed in Inc.com found that 95% of Gen Z workers consider “workplace cheating” acceptable. That rule-bending includes clocking out early, napping on the job, and using corporate software for personal projects. Nearly all respondents admitted to breaking at least one of 15 common office rules.
The survey, which polled 2,000 U.S. respondents aged 18 to 34, highlights a growing shift in workplace attitudes. For many Gen Z employees, traditional ideas of company loyalty are fading. Some are “coffee badging,”–checking in briefly at the office before working elsewhere. Others are taking “quiet vacations” without formal approval or even ghosting employers before their first day.
It’s enough to make any employer wonder: Is workplace loyalty dead? Or just evolving?
What’s really behind the decline in workplace loyalty?
Loyalty isn’t what it used to be, and there’s a reason for that. Gen Z entered the workforce during a period of massive disruption. According to Inc., this generation grew up experiencing the aftershocks of the 2008 financial crisis, parental unemployment, and pandemic-related economic instability. It’s no surprise they approach work differently.
For many, a job isn’t about climbing the corporate ladder. It’s about self-discovery, fulfillment, and ensuring work fits into their life, not the other way around. That shift in priorities has led to some behaviors that frustrate employers, including:
- Coffee badging – Checking in briefly at the office to signal attendance before working elsewhere for the rest of the day (reported by 40% of respondents).
- Quiet vacationing – Taking time off without formal approval (reported by 63%).
- Calling in sick when they’re not ill – A quarter of Gen Z employees admitted to this in the past year.
- Career catfishing – Nearly 30% admitted to going through the hiring process for jobs they never intended to take.
These behaviors are not just passing workplace challenges, They signal a shift in how people think about work.
Many businesses have responded by adjusting policies and workplace culture to better align with these changing expectations. However, according to Inc., those efforts may not be working as well as hoped.
How businesses can adapt
Trying to “fix” Gen Z with tighter rules and stricter policies isn’t going to work. Instead, businesses need to rethink how they engage and retain younger employees.
- Be upfront and honest. Gen Z doesn’t trust corporate speak. They’ve seen companies talk about work-life balance or professional development without following through. Transparency builds trust, and trust builds loyalty.
- Rethink career growth. This generation isn’t just waiting around for a promotion. They want to learn, take on meaningful projects, and see a future at your company. If there’s no clear path forward, they won’t stick around to find one.
- Flexibility isn’t a perk, it’s an expectation. Gen Z knows work can be done from anywhere, and they expect options. That doesn’t mean you have to go fully remote, but it does mean thinking differently about when, where, and how work gets done.
- Culture matters. People don’t leave companies. They leave bad managers, toxic environments, and jobs that don’t make them feel valued. If Gen Z doesn’t feel connected to your mission, leadership, or team, they’re gone.
So what’s next?
Gen Z isn’t going anywhere. They’re the future of work, and the companies that figure out how to engage them now will be the ones that thrive.
At Talent Suite, we help businesses bridge the gap between leadership expectations and employee realities. Whether it’s improving team performance, strengthening hiring processes, or helping leaders adapt to workforce shifts, we specialize in making talent strategy work.
If you’re ready to rethink how your organization attracts, retains, and engages the next generation of talent, let’s talk.