Millennials and Gen Z don’t hate work—they hate outdated corporate cultures that refuse to evolve with the times.

At a recent Consero event, SurePeople CEO Russell Mikowski joined Kathryn Minshew, co-founder of The Muse and a SurePeople advisor, for a fireside chat. Together, they unpacked why younger employees are walking away—and what companies can do to adapt and retain top talent.

What’s Driving the Disconnect?

These generations aren’t being “difficult.” They’re just done with:

• Rigid hierarchies when they prefer transparent, flat organizations.

• Fake, scripted leadership that screams “corporate speak.”

• Workplaces that resist flexibility, remote work, and autonomy.

The takeaway? If you’re not offering authenticity, adaptability, and trust, you’re losing the next generation of talent.

Corporate Culture in a Hybrid World

Think corporate culture disappears in a remote setup? Think again. It’s just shifted. Now, it’s all about shared values, intentional connection, and communication. Leaders who prioritize alignment over micromanagement are the ones winning.

Self-assessment tools like SurePeople’s Prism can help uncover team strengths and foster collaboration—even when your team is scattered across time zones.

What Do Millennials and Gen Z Really Want?

It’s time to rethink the labels.

❌ “Entitled” → ✅ They want fairness and growth opportunities.

❌ “Ungrateful” → ✅ They’re loyal to companies with purpose-driven missions.

❌ “Anti-corporate” → ✅ They crave modernization, inclusivity, and real connection.

Oh, and don’t forget: miscommunication and lack of trust are massive generational barriers. Assessments can help bridge these gaps by showing how each team member works best.

Scaling Emotional Intelligence in Leadership

Gen Z expects leaders who “get them.” It’s not about pandering—it’s about adapting:

• Personalize communication and feedback.

• Build trust by being transparent and inclusive.

• Use tools to understand what motivates your team and meet them where they are.

The Risk of Ignoring Millennials and Gen Z

If you don’t adapt, you’ll face: Talent walking out the door. Scathing social media reviews tanking your brand. Unmotivated employees doing the bare minimum.

Redesigning Corporate Culture

If we could hit reset on corporate culture, here’s what Kathryn and Russell would prioritize:

1. Flexible work options (yes, hybrid is here to stay).

2. Continuous feedback and growth opportunities.

3. Inclusive environments where employees feel a sense of purpose.

The Bottom Line

Younger employees aren’t asking for anything unreasonable. They want fairness, flexibility, and leadership that feels real. Invest in your people, and they’ll invest in you.

Let’s hear it: What’s one thing you’d change about corporate culture? Watch the full fireside chat below and drop your thoughts in the comments! 👇