Reasons Why Generation Z Calls Different Life Stages an 'Era'

Modern Generation Z is often perceived as a generation that spends a lot of time on their phones and avoids face-to-face interaction. However, new research indicates that this view needs refinement. Generation Z does not refuse to communicate; rather, they selectively choose the method of interaction: this can be a personal conversation, a chat, direct messages (DM), or ignoring a call followed by messaging. The format of communication is transforming, but communication itself continues.

According to the Global Small Talk Survey by Preple, which involved 1400 adults from the USA, UK, Canada, and Australia, 58% of Gen Z members engage in short personal conversations daily. This figure is almost double the 31% among Baby Boomers. Among Millennials, this percentage is 53%, and among Generation X, it is 37%.

Gen Z's online activity is also high: 47% of them participate in casual online conversations daily, compared to 42% among Millennials, 22% among Gen X, and 18% among Boomers. Furthermore, 65% of Gen Z members report having started having more short conversations compared to five years ago, which refutes the notion that 'Generation Z doesn't communicate.'

However, there is an interesting nuance: Generation Z communicates, but does not feel the need to participate in every conversation. Over the past year, 87% of Gen Z members tried to avoid at least one live conversation they were forced into. Moreover, 93% used some method to evade small talk. 41% used the excuse of checking their phone, while 37% preferred sending messages or using DMs instead of making a call.

Differences are also evident regarding phone calls. Only 6% of Gen Z members state that they try not to answer calls, whereas this figure is 7% among Baby Boomers. Nevertheless, 27% of Gen Z members usually let calls go to voicemail, after which they connect via message. This behavior is observed in only 7% of Baby Boomers.

Even the topics of conversation are changing. For Baby Boomers, the weather remains the most common topic for starting small talk, according to 56% of Boomers. In contrast, this figure has dropped to 28% among Gen Z. Instead, young people more often discuss weekend plans, restaurants, and social connections.

Thus, it is clear that Generation Z is not socially closed; they simply prefer their own approach to communication. It is not necessary for them for every interaction to happen in person or over the phone; messages, DMs, and short informal chats are also part of maintaining connections. The question arises: has Generation Z stopped small talk, or have they just changed its methods?

For previous generations, a promotion at work meant not only an increase in position but also taking on greater responsibility as part of career growth. Trust from a manager and increasing duties were often perceived as an achievement. However, Generation Z has changed this paradigm.

Although Gen-Z members strive to work hard and receive recognition for their efforts, they do not consider it mandatory to accept increasing workload and pressure along with advancement. Simply put, Gen-Z is afraid not of the work itself, but of excessive pressure and constantly increasing responsibility.

Since this generation demonstrates better performance by working voluntarily and on their own terms, the large responsibilities associated with a promotion cause them stress even before receiving that position. China is an example of this phenomenon, where many young employees refuse promotions, calling it 'Conscious Unbossing'.

These workers believe that a promotion entails an increase in duties, working hours, and pressure. Therefore, they prioritize work-life balance, personal growth, and higher salary over moving up the career ladder. On social media, people share scenarios on how to politely decline a promotion, which means consciously lagging behind the race for managerial or leadership positions.

A study conducted by Robert Walters in 2025 showed that 54% of Gen-Z specialists stated they do not want to become managers in their careers. Furthermore, 71% prefer to develop their skills and advance in their careers rather than manage other people. The study also found that 65% of Gen-Z members find middle management more stressful and less rewarding. Nevertheless, 89% of employers still believe that middle managers are necessary for any company. This data clearly shows that for Gen-Z, career growth is not just about becoming a boss; they also value low pressure, freedom, and a good work-life balance alongside a good income.

Prioritizing Work-Life Balance

Gen-Z wants to work but is not ready to completely immerse themselves in work, forgetting themselves as was customary in the past. This generation puts work-life balance at the forefront. They are willing to work, but they are not willing to jeopardize their mental health and well-being for work.

For Gen-Z, success is defined not only by a high position or title. Many employees of this generation wonder: if a promotion entails more work, responsibility for managing a team, and constant availability, will the offered salary and convenience be worth it? If not, why should they take on such a role?

Refusing Work is Also a Career Choice

This trend is not simply an attempt to avoid work. It reflects a change in views on careers. Gen-Z wants to decide for themselves what kind of work, what level of pressure, and what level of responsibility they are willing to accept at each stage of life. While for older generations a promotion was considered a step towards success, for Gen-Z, mental health, flexible workspace, and work-life balance have become equally important. Thus, the question is no longer just 'when will the next promotion be?', but 'do I really need to take on this role?'—in Gen-Z language, this sounds like: 'Should I really take on this role?'