Stop stereotyping Gen Z. Focus instead on why we're disillusioned about the future of work.

• Some older generations think Gen Zers are entitled and uninterested in career growth.
• But Gen Zers who work overtime on their own startups or corporate roles disprove the "lazy" stereotype.

We continually talk about two versions of Gen Z.

Some, like those I've written about, are taking work-life balance to a new level — working from the vacation destination of their choice or freelancing to avoid working for "the man." Others, like those highlighted in a recent Wall Street Journal article for being "both young and ambitious," are defying the "lazy" stereotypes by devoting untold overtime each week to their startups or corporate careers.

Each end of the spectrum can be polarizing, but they are outliers and not representative of my generation at large.

Most of my Gen Z peers actually fall somewhere in between, advocating for work-life balance and professional growth, including climbing the corporate ranks. But those teens and 20-somethings are being left out of conversations about Gen Z's rise in the workforce, and that's creating a gross misunderstanding of what this generation is all about.

To truly understand my generation, we have to stop with the stereotypes. Instead, let's break down why many of us feel the way we do about work and life, and how to combine the two.

Our jobs aren't our whole identity

I talk with Gen Zers every day and most of the time we don't speak about our careers. In fact, questions like "What do you do?" have recently come under fire for being too network-y, which is a no-go for many in Gen Z. (We're supposed to be authentic, remember?)

It's often true that work is a strong part of identity for young generations, specifically millennials.

But some Gen Zers told me they are trying to break this connection.

"Gen Z's greater picture is they understand there is more to their identity and life than work," Anna Carlson, a Gen Z employee at a multimedia company, said, adding that she embraces work-life balance in order to fulfill aspects of her life outside the corporate setting.

While we may not lead conversations with our title, many of us still care about the work we do.

Many of us want to make a difference. For instance, Gen Zers are more likely to take jobs at companies that align with their values on equity, diversity, and the climate crisis.

But entering the workforce amid back-to-back months of recession warnings, layoffs leaving tens of thousands jobless, and inflation making it difficult to afford our basic needs, it's dangerous to conflate who we are with what we do.

Why we feel anxious about work

For many Gen Zers, discontent with the workforce dates back to middle school.

We watched our parents work through the Great Recession, when median household incomes dropped from $54,489 a year in 2007 to $50,054 in 2011. In 2010, worker satisfaction hit its lowest point since 1987, a Conference Board Satisfaction Survey found.

When COVID-19 corresponded with our college graduations and the start of our careers, many of us logged on to our first professional calls from a couch or our childhood bedroom.

Navigating a budding career in this environment is more difficult than many acknowledge. "Gen Z bears specific burdens due to their life stage, including emotional stress and grief from the pandemic," according to McKinsey's spring 2022 online survey of 25,062 Americans, 1,763 of whom were members of Gen Z. That emotional stress has resulted in heightened rates of anxiety. The survey found 55% of respondents between the ages of 18 and 24 reported that they'd been diagnosed with or had received treatment for mental illness.

These weird workplace experiences have resulted in some serious hesitancy and confusion about what it means to work, how to meet coworkers, and whether to prioritize our jobs in our lives. And you can't blame us for that.

We are prioritizing our futures

Contrary to some stereotypes that categorize Gen Zers as uninterested in career success, we are interested in career development. Mentorship and career-growth opportunities are especially important for young job seekers deciding whether to accept or stay in roles. Gen Zers who feel they are learning the skills needed to advance their careers are 2.5 times more likely to stay at their current organization, according to a Deloitte survey of 23,220 Gen Z and millennial respondents, conducted between November 2021 and April 2022.

But with a strained economy scaring many of us into thinking we'll never be able to afford homes, it's no surprise that a bump in pay is a priority for many of my generation. Like our older coworkers, we want to be compensated for our work, and we want salary floors to reflect that.

It's not that we, as a group, are too lazy or too entitled. And it's not that many of us don't see a future worth preparing for. Our goals just look different than the 50-hour-a-week, C-suite-trajectory of our older counterparts.

Instead, many of us are planning for a future of both life and work, entrepreneurial ventures and free time, growth and comfort. That's the middle ground older generations need to respect.