Empowering Gen Z Ambition in the Evolving Workplace

Tia Haes, Employee Engagement Manager-HRBP, Pierre Fabre Group

Tia Haes is a passionate and innovative HR Business Partner who firmly believes that people are the heartbeat of every business. Just as a struggling heart can lead to greater health complications, she views an unhappy workforce as a risk to organizational wellbeing. Tia began her career in labour hire HR, navigating up to five disciplinary meetings a week. This experience cemented her commitment to empathy, fair process, and understanding that the truth often lies somewhere in the middle. It also sparked a lasting passion for employee relations and case management, ensuring both people and business remain protected. In a solo HR role, she uncovered her talent for driving initiatives that support organizational growth and employee wellbeing. Through a blend of strategic planning, leadership, and a genuine connection to people, Tia ensures that HR practices are closely aligned with company vision and culture.

Harnessing the Power of the Younger Generations in the Workplace

In my current workplace, the younger generation is recognised as a key driver of innovation and future commercial success. However, at external industry events or when reflecting on past experiences, I am reminded that not everyone shares this view. I have often heard remarks like, “Young people are too ambitious.” “They want everything at once.” or “They are never satisfied.”

These generalisations do not reflect my current reality, but they reveal a persistent narrative within the broader HR community, one that influences how young professionals are perceived and supported.

As a Gen Z in a solo HR role, I find myself uniquely positioned between two worlds: seasoned professionals who built today’s workplace and the emerging force of Gen Z and younger millennial eager to reshape it. I get to have a front-row seat to both perspectives.

I see the high expectations and bold aspirations of younger employees, as well as how these are often misunderstood or dismissed. What is most striking is how much potential is being overlooked, not because it is not there, but because it is clouded by a narrative that focuses on what young people lack, rather than what they bring.

Ambition Misunderstood

When I began my career, I was eager to learn, grow, and contribute. I set ambitious goals, some beyond my immediate reach, and was often told to “slow down”, “be realistic”, and “stop being impatient”. While well-intentioned, this feedback felt like my ambition was mistaken for inexperience.

When did ambition become a flaw?

Many younger employees share this drive, not because they want to skip steps, but because they have grown up in a fast-paced world where opportunity is immediate. Their curiosity and hunger to contribute is a powerful asset, if we choose to harness rather than suppress.

Ambition is not the problem, it is the opportunity

Creating Space for Contribution

Instead of assuming what younger employees want, ask this instead: “Are we giving them meaningful opportunities to contribute?

Simple questions like, “What do you need to thrive?” or “What is holding you back?” has unlocked valuable insights which shaped our leadership strategies and fostered higher engagement. By encouraging open dialogue and learning from failure, we have reduced turnover whilst increasing greater psychological safety, allowing everyone to grow with confidence and clarity.

Technology as a Bridge, Not a Barrier

As AI and automation reshape the workplace, organisations race to become more tech-savvy.

Thought leaders are seen as guiding voices in this space, but let us be honest: many are simply professional ‘influencers’.

Gen Z has redefined the negative connotations of the ‘influencer’ job title, especially in corporate settings. They have achieved this by turning digital fluency, personal branding, and visibility into legitimate career tools. They have built communities, monetised expertise, and driven innovation across industries.

“Ambition is not the problem, it is the opportunity”

This is not just self-promotion, it is strategic and entrepreneurial.

So why are not we applying that same mind-set in the workplace?

Gen Z, as digital natives, are already in our teams. Their comfort with technology and appetite for innovation make them ideal partners in shaping the future of work. Let us encourage their ambition, especially when it comes to leveraging technology in smarter, more human-centric ways.

Next Steps to Gain Empowerment

How do we harness this ambition? It starts with shifting the narrative.

Ambition is not arrogance. Asking questions is not defiance. Desire for change is not a rejection of what already works.

There is immense value in what younger generations bring, but equally, there is so much they can learn from those who have come before them.

The goal is not to replace one generation with another, but to create a culture shaped by all of them. A multigenerational workplace thrives when every voice is heard.

I am not suggesting we side-line experience in favour of youth, I am suggesting we invite younger voices into the conversation. Give them a seat at the table.

Now, if you have read this far, you might be wondering, why take my word for it?

I am a first-hand example of how powerful this approach can be.

In my current role, I have been empowered with the autonomy to shape the HR function, actively contribute to strategic decision-making, and hold a meaningful position on the leadership team. My voice is acknowledged, my insights are valued, and my performance is assessed based on outcomes, not my age or the generation I belong to.

This is exactly the kind of environment we should be striving to create. As a result, I have exceeded key performance indicators, boosted employee engagement, and reduced the resignation rate within my first year.

By 2030, Gen Z will make up over 30% of the workforce, becoming the largest generational group. If your five-year strategy does not include them, you might be missing out on key insights.

As HR professionals, we have a unique opportunity to lead this shift, championing inclusive, future-focused cultures that embrace the ambition and insight of younger talent.

AI