Meaningful Work in a Remote-First World: A Guide for Gen Z Professionals

Gen Z doesn’t struggle finding meaningful work because they don’t care. They struggle because the way work has been structured during their formative years has been incredibly different than the workforce their predecessors are familiar with. 

For generations before them (Millennials, GenX, Boomers), work provided identity, value, and belonging almost by default. You clocked in, wore a uniform (of some sorts), and learned by observation. You built relationships in small, unplanned moments - like around the water cooler or walking out to the parking lot together. There was a built in sense of camaraderie (whether it be through shared goals or a hard day) and familiarity with those you worked beside. 

Gen Z hasn’t had that experience.

Their societal experience has been vastly different than ours. GenZ didn’t have snow days; they had e-learning days. Many graduated high school or college online. Their earliest professional experiences happened behind screens. 

Flexibility and remote work isn’t a benefit to them… it’s what work has always looked like. Remote-first feels natural. Going into an office every day can feel foreign, awkward, and honestly uncomfortable.

So when Gen Z professionals say they want “meaningful work,” they’re not asking for passion projects or constant praise. They’re asking for something much more fundamental:

Where do I fit? Does my work matter? Does anyone see me?

The problem is that most of them don’t know how to communicate their value or ideas in a way that is productive or meaningful. 

What I often see instead are vague statements like:

• GenZ doesn’t want to work 

• GenZ is entitled 

• GenZ isn’t living in reality

GenZ is incredibly smart, innovative, resilient, and hard working… if we, as the managers, give them a chance to be. 

So to my GenZ counterparts, I see you and I’m here to offer advice to help you communicate across the aisle so you can find meaningful work, feel successful, and contribute positively to the company culture (and bottom line). 

When you’re having a bad day…

Instead of saying:

“I don’t feel very connected to my work.”

Try grounding it in results. 

“Because most of my work happens independently and remotely, I sometimes miss understanding how my work connects to the bigger picture. I’d love more context on how projects are being used or who they impact.”

When you don’t understand what is being asked of you… 

Instead of saying: 

“That’s not my job” 

Try seeking clarity. 

“Can you help me understand how this task will help move the business forward? Sometimes I feel like I am a team of 1 and would like further clarification on how to work with the team”

That language acknowledges flexibility as a strength while naming the gap it creates.

Another common desire I hear from Gen Z professionals is the need for identity at work. Not titles. Not performative culture. Identity through contribution.

Instead of:

“I want more a raise, a promotion, etc.”

Try:

“I’ve noticed I feel most engaged when I’m involved in different projects or can see them through to completion. Are there opportunities coming up where I could take on more ownership?”

It’s also worth noting - Gen Z is also navigating something previous generations didn’t have to articulate so explicitly: learning through proximity no longer exists by default.

What used to happen organically now requires intention.

A powerful way to communicate this without sounding needy is:

“I’m still early in my career, and I learn best through collaboration and feedback. Could we build in more touchpoints or debriefs so I can grow more intentionally?”

For leaders reading this, this is where responsibility matters.

Flexibility alone does not create engagement. Remote-first work requires deliberate relationship-building and curating meaningful work. Gen Z professionals aren’t avoiding work and they aren’t lazy…they’re navigating a version of the workplace that stripped away informal mentorship, visibility, and belonging.

Meaning at work isn’t lost. It just needs language. Creating meaning doesn’t require forced culture or constant connection. It requires clarity, context, and consistent communication.