By Samantha Borsari
As we head into 2026, Gen Z is signaling that a few workplace practices could use a refresh. At the top of the list: the notion that fully remote work is the ideal and that performance reviews should be limited to an annual conversation.
For Gen Z, personal connection is a critical component of being engaged with their work. Contrary to popular belief, Gen Z actively wants to establish relationships with their colleagues and feel a sense of community. While fully remote set-ups have been popular among some generations, Gen Z is showing less of an appetite for this type of model. In fact, one recent report states that they are the “least likely generation to prefer exclusively remote work”. The reason for this lies in the fear of isolation and social disconnect that is often associated with this type of model. For many, concerns about mental health outweigh the appeal of a fully remote schedule.
For 2026, Gen Z would rather see hybrid work options. One recent report states that 83% of surveyed Gen Zers would choose the hybrid model over others. Why? Hybrid work strikes the right balance between in-person collaboration, where they can build relationships, learn on the job, and feel like they are a part of the culture, while also providing them with the remote flexibility that supports work-life boundaries. Many Gen Z professionals are also vocal about wanting their colleagues, not just themselves, to come into the office more. For them, the value of in-office time comes from shared energy and social learning. While not all organizations can accommodate such schedules, it’s still important to acknowledge these emerging trends. Your Gen Z employees aren’t pushing for fully remote work, but rather seeking more connection through in-person opportunities.
The traditional model of annual performance reviews is another topic of contention for Gen Z as we move into 2026, as many feel that this approach is slightly antiquated.
Gen Z wants more personalized, consistent feedback from their supervisors. Why? So they can progress in their careers more quickly, correct mistakes faster, and stay on track with their responsibilities. Waiting for the highly anticipated “annual review,” is not seen as effective for this group; rather it’s seen as backward-looking.
What most Gen Z employees would like to see is an open-door policy and real-time feedback. Frequent, personalized check-ins boost their engagement and support their growth because they experience this style as coaching rather than criticism. These check-ins don’t need to be long or formal; even brief touchpoints can go a long way. This might look like quick digital messages through tools like MS Teams or Slack, or short weekly meetings to review projects and address concerns. The goal here is to show intention and transparency with communication. Gen Z doesn’t want a rating at the end of each year; rather, they want coaching and real-time feedback to help them get better as the year goes on.
Heading into 2026, it’s not about rejecting remote work or traditional reviews, but about adapting them to create more connection, clarity, and authenticity. What matters most for Gen Z in the year ahead is fostering a culture where they can grow and genuinely feel valued.