Gen Z, work, and coming back differently

Perri Lewis - Co-Founder and CEO of Mastered

Perri is the co-founder and CEO of Mastered, an education studio that creates transformational learning experiences for some of the fashion and beauty world's most respected brands, including LVMH, Coty, Stella McCartney and NARS.

Expectations of work are shifting, not necessarily in terms of commitment to work itself, but in terms of commitment to employers. As Perri explains, it is not commitment to work, per say, but commitment to employers who are not able to hold up their part of the bargain. In many places, the employer contract for many is completely broken. Companies shift risk and uncertainty on to the individual rather than take it on themselves, and so it is no surprise Gen Z will not offer commitment when none is offered to them.

At the same time, many of the trends we see in consumer digital experiences, such as personalisation and choice, are becoming the baseline expectation of the workplace experience too. In a more optimistic future, this could revolutionise the workplace and create more inclusive places for people to create meaning and impact. However, there is also a more challenging reality. As economic conditions worsen, people are not always able to push those boundaries and challenge norms in the same way because they literally cannot afford to. The ambition, however, remains to work towards a world where the former becomes reality.

In this fast-moving, digital environment, the role of hands-on making becomes even more important. It is one of the rare things that can help people enter a state of flow. The rhythm, the movement, the repetition, the predictability makes your brain feel safe. As Perri reflects, this understanding was shaped by the therapeutic benefits of practices like knitting and crochet. Making helps people feel grounded in real life, in the here and now, in a way that digital-based workplaces do not.

This connection to making also builds deeply relevant human skills. The process itself is a reminder that failure is inevitable, that practice really does make perfect, and that you have to stick at things again and again to make them happen. Mastery is a long journey with ups and downs and does not always result in what you expect. The real joy is in the journey. The ability to work like this feels incredibly relevant to the modern workplace.

There is also a growing need to rethink how workplaces view people returning after life transitions. Experience consistently shows that individuals balancing caring responsibilities with work develop strong capabilities. They understand how to balance priorities, navigate emotions and relationships, and gain clarity on what they value. As one perspective shared puts it simply, hire parents, they are exceptional problem solvers. More stories need to be shared so that more leaders see just how beneficial it can be to hire people returning after these transitions.

Confidence, particularly after time away from work, is often rebuilt through relationships rather than systems. Having someone alongside who genuinely cares about success is critical. This could be a manager, mentor, colleague or friend. What matters is having a psychologically safe space to complain, vent, question and discuss. Someone who holds you in unconditional high regard and knows you can and will return stronger, better and different than before.

At the same time, it is important not to assume that everyone needs the same thing. People do want and need different things. Some may want time completely off before returning fully, while others may prefer a staggered return that allows them to stay connected without fixed deadlines. Recognising this difference is essential.

This way of thinking also shapes how learning is evolving. The approach can be described as human led, digitally enabled. It focuses on coaching that supports self awareness and behaviour change rather than simply transferring knowledge. It creates social learning environments where people learn alongside a tight knit community who share similar ambitions. This resonates because in a world that is continuously changing, there are very few right answers. Instead, there are multiple paths, and people want support in making good decisions for themselves.

Looking ahead, the skills that will matter most go beyond technical ability. Critical thinking becomes essential, the ability to assess information and scenarios that are put in front of you. Editing and curating grows in importance, not just creating but organising what has already been made. Self awareness becomes foundational, understanding who you are, how you work, what you like and what you need in any given situation.

Empathy remains central, because in every role, being able to put yourself in someone else’s shoes helps you understand how to work with them and bring out the best in them. Alongside this, tenacity stands out. The ability not just to overcome problems, but to actively seek out challenges because they are strengthening and gratifying.

Together, these shifts point to a workplace that is becoming more human, more reflective, and more dependent on how people think, connect and grow rather than simply what they produce.