With Gen Z, the term "work culture" has gained traction, appearing frequently in job descriptions and fueling discussions around workplace norms. Work culture is a collective reflection of values, beliefs, and behaviors that define how a company and its employees interact. While some view this shift as progressive, others remain skeptical. However, work culture is far from a new concept—it has evolved across generations, shaped by unique experiences, values, and societal circumstances.

Baby boomers (1946–1964)

Born post-World War II, Baby Boomers grew up during economic recovery and societal transformation. Their formative years were influenced by the lingering shadows of the Great Depression and their parents' traditional values. For this generation, stability and material success defined personal achievement. Navigating political turbulence, they leaned toward risk aversion and laid the foundations of modern workplaces, emphasizing hierarchical structures and lifelong employment.

Generation X (1965–1980)

Often referred to as the “middle child” of generations, Gen X witnessed the end of the Cold War and the dawn of rapid technological advancements. Torn between the stability valued by Boomers and the possibilities of an evolving digital era, they embraced workplace norms while grappling with emerging challenges. This generation inadvertently perpetuated toxic work ethics like overworking, emphasizing success overbalance. These experiences shaped their parenting styles, influencing Millennials, who grew up balancing aspirations with inherited pressures.

Millennials (1981–1996)

The rise of the internet and early social media shaped millennials. Though these tools were still nascent during their formative years, they marked a technological boom that profoundly impacted this generation.

Millennials often carried the weight of their parent's expectations, leading to diverse career paths: Pursuing government jobs for stability, joining corporate roles for growth and prestige, and opting for entrepreneurship to break away from convention. Economic recessions and inherited workplace norms left many overworked and undervalued, with a yearning for acknowledgment and balance.

Gen Z (1997–2012)

Gen Z grew up in a world defined by instant access and technological innovation but also endured unprecedented challenges, including the COVID-19 pandemic. The global lockdowns not only confined their lives but also reshaped their outlook on work and life.

Having observed their parents’ relentless work schedules, Gen Z developed a strong preference for flexibility, mental health, and work-life balance. To them, success isn’t measured solely by traditional metrics—it’s about fulfillment and well-being.

The generational divide on work culture

Each generation’s distinct experiences explain their differing views on work culture, often leading to clashes. For instance, Infosys co-founder Narayana Murthy recently stirred debate by suggesting that young professionals work 70 hours a week to boost productivity.

While Baby Boomers and Gen X may resonate with such ideas due to their own work ethics, Millennials and Gen Z push back, favoring efficiency and balance over exhaustive hours.

To explore these dynamics further, I interviewed individuals from each generation, posing questions about their work experiences, challenges, and views on evolving work culture. Their responses offered nuanced insights influenced by factors such as family background, marital status, education, and location.

Insights from interviews

Baby boomer: Aruna (Born in 1963)

Born in 1963, Aruna’s life has been a symphony of discipline, hard work, and quiet determination. For 34 years, she worked at a government office, never switching jobs—a rarity in today’s gig economy. Aruna lights up as she recalls her most cherished professional milestone: being posted to a picturesque hill station, Dalhousie, during her later years. Here, she took on the challenge of managing a government-run hotel, where her strategic initiatives increased revenue and turned the struggling unit into a profitable endeavor.

For Aruna, the most valuable part of her career wasn’t the accolades but the wisdom she gained from her interactions. “I learned so much from my staff and the guests. Those lessons weren’t just professional—they shaped how I raised my children,” she shares. Stress, however, was an inevitable companion. “The workplace was hierarchical and often suffocating,” she admits. “I’d carry that tension home, where even a small disagreement with my husband could escalate.” Her remedy was simple yet profound—long walks through the hills, where the silence helped her introspect and find peace.

When asked about the 70-hour workweek remark by Narayana Murthy, Aruna is contemplative. “I believe youth is the time to work hard and lay a strong foundation, but it’s not just about the hours. It’s about meaningful contribution. Her generational upbringing deeply influenced Aruna’s perspective on work culture. She believed that hard work in one’s youth would inevitably pay off in old age. While she agreed with the essence of the statement, she emphasized that her understanding came from a different context.

Millennial: Dr. Sonam (Born in 1988)

Dr. Sonam’s journey as a medical professional began 12 years ago with a modest salary and a mountain of ambition. Today, she’s proud of her personal growth and the financial independence that came with it. “I started with very little, but every step felt like climbing Everest,” she says with a smile. For Sonam, the most fulfilling part of her job is its purpose. “Helping people gives me a sense of satisfaction that no paycheck can replicate.” Despite this, she candidly describes herself as a “stay-safer,” someone who avoids unnecessary risks.

Her work culture is a mixed bag. While she deeply admires her boss for their encouragement, she finds the overall atmosphere slightly negative. “I’ve learned to focus on my positivity,” she says. “It’s my way of staying afloat.”Sonam loves traveling and makes it a point to take vacations every two to three months. “I’m not the primary breadwinner, so I have the luxury of stepping away when I need to,” she explains. “Vacations aren’t just indulgences—they’re essential for mental health.”

When asked about Narayana Murthy’s remark, she nods in agreement but with a caveat. “It’s not about working long hours but about working smart. Efficiency should always come first.” Sonam also has a soft spot for Gen Z’s approach to work-life balance. “They’re living life on their terms—traveling, enjoying, and making decisions for themselves. I admire their confidence.”Unlike previous generations, Gen Z appears unburdened by the pressure to save for future generations, instead choosing to invest in themselves.

Gen Z: Alia

At just 22, Alia radiates the kind of optimism and ambition that defines her generation. Fresh out of college, she views work as just one piece of the puzzle. “Life is about so much more than a 9-to-5,” she says with a grin. For Alia, financial independence and flexibility are non-negotiable. “If I can finish a task in four hours, why should I stretch it to eight?” she questions, her voice brimming with conviction. “I want to work in a space that values my time and respects my input.” Her opinion on the 70-hour workweek? A firm no. “Efficiency drops as hours increase—that’s just science. Plus, mental health matters,” she asserts. Alia dreams of traveling the world, exploring different cultures, and creating a life that’s as rich in experiences as it is in accomplishments. “Gen Z isn’t about saving for the next generation; we believe in living for ourselves,” she says unapologetically.

Gen Z, Alia believes, is rewriting the rules of work culture. They prioritize balance, inclusivity, and mental well-being, challenging traditional norms and reshaping workplace expectations for the better.

Inferences from the interviews

The interviews reveal valuable insights into how work culture varies across generations, aligning with and challenging the points raised in the introduction. Firstly, the generational influences on work culture are evident. Baby Boomer Aruna’s 34 years of dedicated service in a government role reflect the stability and job security that defined her generation, mirroring the post-World War II economic recovery. In contrast, Dr. Sonam, a Millennial, speaks of her personal growth and balancing aspirations with the pressures inherited from previous generations, which mirrors the economic recession and evolving workplace structures Millennials faced. Gen Z is represented by Alia, who values efficiency over excessive hours, emphasizing a desire for flexibility and work-life balance, which aligns with the technological advancements and pandemic-era priorities outlined in the introduction.

The interviews also highlight the changing views on hard work and productivity, particularly in response to Narayana Murthy’s 70-hour workweek remark. Aruna, representing Baby Boomers, supports the idea of hard work and long hours, a belief deeply ingrained in her generation. Dr. Sonam, however, agrees with the importance of efficiency alongside hard work, demonstrating a shift in the Millennial perspective. Alia, on the other hand, rejects the 70-hour workweek altogether, aligning with Gen Z’s focus on mental health and the belief that long hours reduce efficiency. This generational divide showcases how productivity is being redefined in modern workplaces.

Work-life balance, a crucial aspect of work culture, is another area where generational differences are visible. Aruna’s career demonstrates the Baby Boomer's tendency to prioritize work, having never taken vacations for leisure in her 34 years of service. Dr. Sonam, a Millennial, values regular family vacations as an essential part of her routine, reflecting Millennials’ growing awareness of the importance of self-care and de-stressing. Alia, a Gen Zer, emphasizes a healthy work-life balance, rejecting the idea of overworking in favor of personal fulfillment. This clear generational shift underscores the changing priorities in how individuals approach their careers and personal lives.

While the introduction suggests clear-cut generational divides, the interviews reveal more complexity. Aruna, though a Baby Boomer, values inclusivity and mentorship in her work culture, demonstrating that even within hierarchical structures, collaboration and support are crucial. Alia, despite being part of the Gen Z cohort, values the same principles of mentorship and respect for co-workers, blurring the lines between generational characteristics. The concept of success also varies: while the introduction suggests Baby Boomers prioritize material success, Aruna’s reflections on personal growth and contributions to her family challenge this notion. Similarly, Dr. Sonam and Alia place more emphasis on personal satisfaction and meaningful work than traditional metrics like wealth or status, further emphasizing the evolving definition of success across generations.

The analysis of generational work cultures resonates with my own beliefs, especially in recognizing how values like flexibility, mentorship, and personal fulfillment transcend generational boundaries. The idea that work culture evolves not only through societal shifts but also through personal experiences aligns with how I view professional dynamics.

For instance, while I appreciate Gen Z’s emphasis on efficiency and work-life balance, I also relate to Millennials’ pursuit of personal growth and meaningful work. At the same time, the Baby Boomer focus on stability and long-term commitment offers a perspective on resilience that feels increasingly rare today. These interviews reinforce my belief that understanding work culture requires both a generational lens and acknowledgment of individual nuance. Feel free to reach out if you'd like to share more about how this resonates with your beliefs or discuss further refinements. I’d love to hear your perspective!