What The Sopranos Can Teach Us about Gen Z
The film industry has a problem. It began in the late 1990s when David Chase’s master opus, the Sopranos, came to HBO. Tony Soprano, the antihero, was a sociopath, a murderer, and a criminal. He was a guy who did bad things. This was a considerable departure from past television programs, where the main character had to be likable. Tony was not. And fans loved it. Without Tony Soprano, we would not have Walter White, Don Draper, or Tyrion Lannister. In the wake of the success of The Sopranos, gritty, serialized dramas have exploded in popularity, and TV development budgets have skyrocketed accordingly.
The movie industry, however, has not kept up. For nearly 100 years, the entire film business has been based on the same model: Movies go to theaters first and then become available through other media. The problem? It can be difficult to justify $20-$30 to see a film in the theater, and viewers are now accustomed to consuming their media in the comfort of their homes. Fans want to see the character and plot development across multiple seasons, and such depth is impossible in a 2-hour-long film. What place does feature film have in this era of binge-watching?
Until the early 2000s, there was a pervasive feeling that TV was the least prestigious medium. Stage actors might do film, and film actors might do live theater, but neither would prefer to be on a TV show. Now, the Hollywood elite can be seen starring in multi-episodic series. Harrison Ford and Helen Mirren in 1923. In American Horror Story, Angela Basset, Sarah Paulson, Jessica Lange, Joseph Fiennes, and Kathy Bates. Kevin Costner in Yellowstone. Winona Ryder in Stranger Things. Glenn Close in Damages. Janet McTeer, Laura Linney, and Jason Bateman in Ozark.
Gen Z only knows the world of high-quality, prestige TV. They never experienced the struggle of having nothing to watch but reruns of Gilligan’s Island or mandatory commercials. They expect to be able to watch what they want when they want, and most don’t even use a television, opting to watch on their laptops or phones. They are shaping this into a different world, and a fresh crop will graduate in a few weeks. If your business wants to keep up and attract young talent, you must learn from Hollywood’s mistakes and adapt.
Here’s what Gen Z wants out of work:
Compensation that allows them to devote their time to leisure activities. They are about balance, not “burn and churn.”
Continuous learning. More than any other generation, Gen Z understands that they are free agents, upskilling and learning new things they take with them throughout their careers.
An emphasis on mental health and flexibility. This means they will look for companies that embrace change and understand that employees are people first.
Commitment to diversity, equity, and inclusion (DEI). Merely having a DEI committee, task force, or working group won’t cut it. This generation wants their employers to walk the talk.
Clear communication and expedience. Does your recruiting process require seven rounds of interviews plus a project? Gen Z isn’t going to play that game. They are accustomed to getting quick answers to anything with the swipe or tap of a finger; they don’t like to wait.
Environment, sustainability, and social responsibility. Gen Zers are passionate about making a difference and want to work somewhere they feel has a broader mission and purpose aligning with their values. They don’t want to make money just to make money—they want to make an impact.
Gen Z isn’t going to wait around for the next Hollywood blockbuster. They will find something else to watch. They aren’t going to wait on employers to get up to speed on what they want, either. As the Sopranos revolutionized the entertainment industry, Gen Z is poised to redefine the idea of work and the workplace. If your company wants to stay competitive, it had best offer Zers what they seek.