At the World Economic Forum 2025, HCLTech convened a thought-provoking panel discussion on “Gen Z as Catalysts for Progress: Creating a New Workplace Era.” The conversation explored how Gen Z is reshaping workplace cultures, redefining innovation, and prompting organizations to rethink traditional structures to harness their strengths. Moderated by Dr. Saikat Chaudhuri, AI, Innovation, and Strategy Professor at UC Berkeley, the panel featured Jill Kouri, Chief Marketing Officer at HCLTech; Svenja Gudell, Chief Economist at Indeed and Vice Chair of FESAC; Nancy Xu, Time100 AI Honoree and CEO of Moonhub; and Hae In Kim, Chief HR Officer at Hyundai Motors.
Dr. Chaudhuri set the tone by recognizing the debates around Gen Z’s work habits, emphasizing that organizations must go beyond stereotypes and understand how this generation is accelerating workplace transformation: “Gen Z is not just entering the workforce; they’re redefining it. From digital fluency to purpose-driven work, their expectations challenge organizations to rethink everything—from leadership styles to employee engagement.”
Rethinking workplace communication, role of AI and skill-based hiring
Kouri sheds light on how Gen Z’s expectations are forcing organizations to adapt their communication strategies. “HCLTech has 220,000 employees worldwide, and 53,000 of them are Gen Z. They demand always-on, consumer-like, short-form communication. It’s a shift from long emails and traditional corporate messaging—we have to meet them where they are.”
This digital-first mindset has influenced internal engagement strategies across industries. Kouri noted that the shift isn’t just about communication channels but also about fostering a workplace that values transparency, collaboration and instant feedback.
Gudell reinforced this point, stating that workplace expectations are evolving alongside broader consumer behaviors, “People expect work experiences to mirror the ease and efficiency of modern digital interactions. Gen Z, in particular, values flexibility, remote work opportunities and a seamless work-life balance.”
Representing GenZ and AI-driven perspective in the panel, Xu discussed how AI is fundamentally altering hiring and workplace engagement noting: “The acceleration of AI and automation means organizations must rethink talent strategies. Traditional degrees are becoming less important, and skills-based hiring is taking center stage. Gen Z thrives in this environment because they’re adaptable, tech-savvy and eager to learn.”
Xu’s insights resonated with ongoing discussions around the future of work, particularly as AI-driven hiring platforms like Moonhub gain traction in assessing skills beyond conventional resumes.
Inclusivity and the multi-generational workforce
The workplace is evolving not just due to technological advances or the pandemic but also because of generational shifts. One key concern raised was whether tensions exist between generations regarding work practices. Kim acknowledged that generational tension is natural but pointed out that it's not solely an age issue.
“It’s not about one generation versus another; it’s driven by more than just age. Different job functions tend to over-index in certain generations, leading to varying perspectives on negotiation, bonuses and training programs," she explained. In manufacturing and sales, for instance, older generations dominate, whereas Gen Z is more prevalent in other sectors.
This perspective underscores a broader challenge—how to balance Gen Z’s expectations with those of older generations, fostering an inclusive, dynamic and innovative workplace culture while aligning DEI efforts with business purpose and impact.
Kouri provided a contrasting view, stating, "This generation is more purpose-driven, but I also see a bit of a ‘special snowflake’ mentality in some cases. They seek constant feedback and are highly conscious of burnout." Citing a Forrester survey, she noted that 53% of Gen Z reported feeling burned out at the end of a workday, which is significantly higher than previous generations.
Gen Z as a catalyst for positive workplace changes
Gudell brought another perspective into the discussion, linking these generational shifts to broader labor market trends. "The pandemic blurred the lines between work and personal life. Many of us worked longer hours and juggled professional responsibilities from our kitchen while cooking dinner," she reflected. The tight labor market during the pandemic gave employees more negotiation power, leading to higher job-hopping rates. However, with the job market cooling in the past two years, there’s been a shift back toward employer-driven policies, such as the push for return-to-office mandates.
As the discussion moved toward solutions, Dr Chaudhuri asked about the ideal organizational culture that accommodates diverse generational needs. Xu emphasized the importance of transparency. "There is no one-size-fits-all approach. Companies need to clearly communicate their values and be upfront about workplace expectations," she stated. Remote-first organizations thrive because they explicitly prioritize flexibility, while in-office cultures succeed by setting clear expectations.
Xu highlighted the importance of hybrid work models. “Many young professionals want the best of both worlds—coming into the office a few days a week for collaboration while maintaining flexibility on other days.” The consensus was that organizations must be intentional about their workplace structures rather than following trends blindly.
One surprising takeaway was how Gen Z is pushing for workplace reforms that benefit all employees. Kim pointed out that younger workers openly question company policies. "They are more vocal about fairness and transparency, asking direct questions to leadership about pay structures. This forces companies to be more accountable, which ultimately benefits employees across generations." She also noted that parental leave policies, once primarily used by women, are now being embraced by men due to shifting generational attitudes.
Kouri expanded on this, noting that Gen Z’s demand for continuous feedback has fostered a more engaged and communicative workplace. "The concept of receiving feedback once a year is outdated. Younger employees expect ongoing dialogue, which has led to structural improvements in performance evaluation processes. "
Addressing mental health concerns in the workplace
A significant concern that emerged during the discussion was the rising mental health crisis among younger employees. Kouri highlighted the severity of the issue, particularly in India. "In some sectors, stress levels are dangerously high. Companies that neglect mental health risk losing talent or facing serious consequences." She shared how HCLTech has on-campus healthcare facilities dedicated to mental well-being, highlighting the need for proactive intervention.
Dr Chaudhuri agreed, emphasizing that this issue isn’t confined to India but is a global challenge. "Universities and workplaces alike are grappling with burnout and mental health struggles among young professionals. This isn’t just about work-life balance—it’s about survival."
The conversation concluded with a practical question: What is the ideal balance between in-office and remote work? The panelists had varying opinions, but most agreed that a hybrid model is optimal. "Three days in the office and two days remote seem to strike the right balance for most organizations," Kouri suggested. "It allows for collaboration while respecting employees' need for flexibility."
Kim stressed that the right approach depends on the company’s mission. "Everything should stem from your organization’s purpose. In industries undergoing rapid transformation, like ours, in-person collaboration is crucial. But in digital-first companies, remote work might be more viable."
While generational differences exist, they don’t have to be divisive. The panelists agreed that the key lies in understanding and leveraging each generation’s strengths. Gen Z’s push for transparency, millennials’ evolving leadership perspectives and Gen X’s experience all contribute to a more dynamic workplace. "At the end of the day, a thriving workplace isn’t about catering to one generation—it’s about building a culture where everyone feels valued and heard," Dr Chaudhuri concluded.
