Gen Z does not want ‘work from home,’ says report: What disadvantages is the current workforce facing?

In an era where digital connectivity dominates every aspect of life, one might assume that Generation Z, the first cohort to grow up entirely in the internet age, would embrace fully remote work without hesitation.

Yet, a recent Gallup report disrupts this narrative, revealing that the youngest professionals are the least likely to favor entirely virtual arrangements. The findings underscore a deeper tension in modern workplaces: technological fluency does not equate to professional fulfillment. For Gen Z, human connection, mentorship, and visibility remain critical components of career growth, highlighting inherent limitations in remote work models.

The case against fully remote work

For early-career professionals, remote-only work environments pose significant challenges. Mentorship, informal guidance, and spontaneous learning moments—essential for navigating organizational culture—are often diluted online. Jim Harter, Gallup’s chief scientist of workplace management and wellbeing, stresses that fully remote work can “compromise” career trajectories, leaving Gen Z employees feeling disconnected from broader company objectives and opportunities.

Disadvantages Gen Z faces in remote work

While digital platforms have redefined how work is performed, they have also introduced unforeseen challenges for the youngest members of the workforce. For Gen Z, fully remote environments often obscure critical pathways for professional growth, diminish visibility, and reduce the frequency of mentorship and collaborative learning. The following points illustrate the specific disadvantages this generation confronts when traditional in-person interactions are replaced by virtual substitutes.

The hybrid solution

Hybrid work models offer a compromise, with 71% of Gen Z employees expressing a preference for a blend of in-person and remote work. Even so, hybrid teams must be intentionally structured to ensure meaningful engagement. Solutions include scheduled office days, mentorship sessions, and focused career conversations to ensure younger employees develop the guidance, visibility, and connection they need.

The wider workforce implications

While older generations may gravitate toward fully remote arrangements, organizations risk creating inequities in learning, advancement, and engagement if remote work dominates. Gen Z’s reluctance highlights a fundamental truth: Technology cannot replace the nuances of human interaction, mentorship, and the informal experiences that shape professional growth. For employers, the challenge lies in balancing flexibility with deliberate strategies that nurture talent, foster collaboration, and maintain organizational cohesion.