Gen Z vs Millennials at work: what 4,067 UK people told us

Alastair Greener FPSA Generational communication expert, author and President of the PSA UK and Ireland 2026 Published 5 September 2026 · 6 min read

Gen Z and Millennials are often lumped together as "young workers", but our 2024 UK survey of 4,067 people shows where they differ. 81% of 18 to 21 year olds are ambitious to move up, against 66% of Millennials. 45% of Gen Z want feedback at least weekly. Only 18% of the youngest workers like video calls a lot. This head to head sets out ten differences and what they mean for managers.

Generation Z and Millennials are often treated as one block: the "young people" in the office who message rather than phone and want everything now. Our Communication Habits and Preferences 2024 survey of 4,067 people in the UK suggests that is lazy thinking. The two generations share some habits almost exactly and part company on others that matter to managers.

A note on labels. The survey calls Millennials "Gen Y" and covers those aged 28 to 43 in 2024 (858 respondents). Gen Z were aged 13 to 27 (982 respondents); workplace questions went to workers aged 18 and over, split into 18 to 21 and 22 to 27. Both follow the Pew Research Center cut-offs in our generations guide.

Gen Z vs Millennials at work: the comparison table

Measure	Gen Z	Millennials
Ambitious to move up in my career (workers)	81% of 18 to 21s, 82% of 22 to 27s	66%
Prefer to work by myself (workers)	61% of 18 to 21s, 53% of 22 to 27s	55%
Formal procedures and policies restrict people (workers)	55% of 18 to 21s, 48% of 22 to 27s	46%
Want feedback at least weekly (workers with a boss)	45%	18% choose weekly
Like work video calls and do them a lot (video call users)	18% of 18 to 21s, 25% of 22 to 27s	35%
Would leave a voicemail if a call went unanswered	12%	16%
Leave voice notes	85%	75%
Have used an AI platform such as ChatGPT	59%	48%
Find it easier to connect with people close to their own age	71%	54%
Send text messages	99%	99%

Source: Communication Habits and Preferences 2024. Workplace rows are based on workers aged 18 and over.

81%of 18 to 21 year old workers are ambitious to move up in their career, against 66% of MillennialsCommunication Habits and Preferences 2024

45%of Gen Z workers want feedback from their boss at least weeklyCommunication Habits and Preferences 2024

71%of Gen Z find it easier to connect with people close to their own age, against 54% of MillennialsCommunication Habits and Preferences 2024

Where Gen Z and Millennials are the same

On the everyday channels, the two generations are near identical. 99% of both Gen Z and Millennials send text messages. 36% of both would rather message colleagues on a messaging app than phone or email them, the highest figure of any generation. 10% of Gen Z and 9% of Millennials would send a colleague a voice note.

They also share an appetite for management. 48% of Millennial workers manage other people, and so do 47% of 22 to 27 year olds, more than any older group. Both have largely abandoned voicemail (12% and 16%) and both work from home at least some of the time in similar numbers: 56% of 22 to 27 year olds and 53% of Millennials.

Ambition is where it gets interesting. Both are ambitious, but not equally. 81% of 18 to 21 year olds and 82% of 22 to 27 year olds agree they are ambitious to move up in their career. Among Millennials the figure is 66%, dropping to 33% for Gen X and 20% for Baby Boomers. Gen Z are not less ambitious than the generation before them. They are more so.

Where Gen Z and Millennials differ

Feedback. 45% of Gen Z workers with a boss would like feedback at least weekly: 15% as often as possible, 8% daily and 22% weekly. Among Millennials, 18% pick weekly. Across the whole working sample, 41% get feedback less often than they would like.

Video calls. 63% of Millennial workers and 62% of 22 to 27 year olds use video calls for work, but only 35% of 18 to 21 year olds do. Among those who do, 35% of Millennials like video calls and do them a lot. For 22 to 27 year olds that falls to 25%, and for 18 to 21 year olds to 18%, with 38% of the youngest group only doing it if they have to.

Working alone. 61% of 18 to 21 year old workers agree they prefer to work by themselves, against 55% of Millennials and 41% of Baby Boomers. The same pattern holds for formal relationships at work: 50% of 18 to 21s say theirs are distant and rather formal, compared with 45% of Millennials.

Procedures. 55% of 18 to 21s and 48% of 22 to 27s believe formal procedures and policies restrict people. 46% of Millennials agree. The rule-averse young worker has some support here, but the gap between the oldest Gen Z and Millennials is two points.

Productivity at home. Among home workers, 55% of 22 to 27 year olds say they are more productive at work, the highest of any group, while Millennials split three ways: 28% home, 35% the same, 37% at work. The idea that Gen Z will not come to the office does not fit these numbers, a point we made in Why won't Gen Z work in the office?.

Networking. 32% of 22 to 27 year olds whose job involves networking would prefer to do it online, and 23% of Gen Z only network if told to. Millennials sit closer to the overall averages of 21% and 18%.

Technology and connection. 59% of Gen Z have used an AI platform such as ChatGPT, against 48% of Millennials. And 71% of Gen Z find it easier to connect with people close to their own age, compared with 54% of Millennials and 36% of Baby Boomers. That last figure is the one for managers to sit with.

What it means for managers of both generations

The data argues for managing by person, not by birth year, but it gives you a starting point. Gen Z workers, particularly the youngest, want more frequent feedback, more independence and fewer video calls. Millennials are more comfortable on camera, more relaxed about procedures and more likely to call themselves good at organising people (71%, the highest of any generation).

Henry Farr, a young entrepreneur, told the podcast how Gen Z approach identity and relationships with older colleagues in What Gen Z wants at work and why it matters. Kristine Long, a senior leader at IBM, described the Millennial view from the middle of an organisation in Managing the middle. Patrick Quinton-Smith dismantled several Gen Z myths in Gen Z at work, retention and engagement.

Three practical steps follow. Ask each person how often they want feedback rather than assuming. Offer a mix of in-person and online ways to network and meet. And remember that 71% of Gen Z say connecting with their own age group is easier, which means the bridge to them has to be built by the more experienced side first. Our guide to managing five generations at work sets out how.

Frequently asked questions

Are Gen Z more ambitious than Millennials?

Yes, on our data. 81% of 18 to 21 year old workers and 82% of 22 to 27 year olds agree they are ambitious to move up in their career, against 66% of Millennials, 33% of Gen X and 20% of Baby Boomers. Ambition falls steadily with age.

Do Gen Z and Millennials communicate differently at work?

Less than you might expect. 99% of both send text messages and 36% of both prefer messaging apps for reaching colleagues. The differences are voice notes (85% of Gen Z, 75% of Millennials), voicemail (12% against 16%) and video calls, where Millennials are keener.

Do Gen Z want more feedback than Millennials?

Yes. 45% of Gen Z workers with a boss would like feedback at least weekly, made up of 15% as often as possible, 8% daily and 22% weekly. 18% of Millennials choose weekly. Across all workers, 41% receive feedback less often than they would like and 19% receive it more often.

Do Gen Z prefer to work alone?

More than older workers. 61% of 18 to 21 year old workers and 53% of 22 to 27 year olds agree they prefer to work by themselves, compared with 55% of Millennials, 52% of Gen X and 41% of Baby Boomers. Even so, 55% of 22 to 27 year old home workers feel more productive at work.

Book Alastair to help your managers get the best from Gen Z and Millennials, using UK data not stereotypes.

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