Malaysian Employers Federation (MEF) president Syed Hussain Syed Husman said younger workers expect swift success but often lack the skills and experience to meet industry demands.
“Young employees expect immediate rewards, such as high starting salaries or quick promotions, without fully understanding the time and effort it takes to gain experience and rise through the ranks,” he told FMT.
Syed Hussain said Gen Z members – those born between 1995 and 2003 – are ambitious but their desire for rapid career progression tends not to align with their current skill levels.
Fresh graduates often enter the workforce without sufficient hands-on experience, making it difficult for them to perform at the level employers expect, he said.
Syed Hussain said many Gen Z workers lack essential soft skills such as communication, critical thinking and problem-solving, which are crucial for career success.
“This skills gap not only frustrates employers but also complicates workplace dynamics, making it harder for these younger employees to get along with their peers,” he said.
‘We don’t live to work’
However, youth activist Ain Husniza Saiful Nizam, of the Children’s Rights Innovation Fund (CRIF), said Gen Z highly values work-life balance.
“Work-life balance is really important, especially for my generation. We’ve shifted our mindset from previous generations – it’s not just about work; mental health is equally valuable.
“When considering jobs, we look at the mental health benefits, the work environment, and flexible hours. Some companies now offer rest areas for employees, acknowledging that this does not reduce productivity,” she told FMT.
Ain Husniza also emphasised the importance of flexible working hours and remote work.
“Flexible hours are more appealing than full-time office work. The daily commute can be exhausting, especially during peak hours. With hybrid working, you can avoid traffic and work from anywhere, which makes a big difference.”
She added that Gen Z workers prioritise growth opportunities and innovative thinking over traditional career paths.
“Employers need to be open to new ideas and innovative solutions that Gen Z brings to the table. It’s not just about grooming us for repetitive tasks; we need creative problem-solving skills that aren’t always taught in school.”
The Randstad Malaysia Workmonitor 2024 report revealed that two in five people in the country are willing to resign if required to work more frequently in the office. This trend is particularly strong among young employees, with nearly half of Gen Z (49%) and 47% of Millennials (born between 1981 and 1996) against inflexible work arrangements.
In January, a WTW survey found that by 2025, Millennials and Gen Z will form more than 70% of the workforce in the country. The survey found that the traditional employment model was becoming less inevitable, as workers now have options in the gig and passion economy, where job security is no longer the primary focus.
The “passion economy” refers to a new economic model where people monetise their unique skills, creativity and interests through online platforms, often focusing on niche markets or personal passions.
A 2020 Monash University report found that Gen Z is increasingly empowered towards entrepreneurship.
Tap into reverse mentoring, professional group tells bosses
The Chartered Management Institute (CMI), a UK-based professional body, offered a more positive perspective, stating that Gen Z workers bring fresh ideas and values, particularly in terms of purpose-driven work and flexibility.
Anthony Painter, CMI’s policy and external affairs director, said it was important to tap into the benefits of reverse mentoring, where younger workers share their knowledge of technology and modern work methods with older colleagues.
“Gen Z employees have unique perspectives and values, often making them some of the most entrepreneurial, pragmatic and empathetic members of the workforce. Managers can learn a lot from them,” he told FMT.
Painter also noted that Gen Z’s focus on mental health has prompted companies to rethink workplace policies, offering more flexible hours and better support for employee well-being.
Youth unemployment remains a significant issue in Malaysia, with a 10.6% unemployment rate among young people, according to the statistics department data.