Gen Z in the Workplace

If you’re not already familiar, it's time to get to know Gen Z

Gen Z in the Workplace

Also known as “Zoomers,” iGeneration, centennials and post-millennials, Generation Z is comprised of individuals that were born between 1997 and 2012. According to a study done by Zurich Insurance, this means that as of 2023, the "oldest" Gen Zer is 26 and by 2025, this generation will make up 27% of the workforce.

Gen Z is unique in many ways, but the most obvious difference is that they are the first digital natives to enter the workforce having grown up completely within the digital era. These tech-savvy workers are often described as excellent change adopters who embrace new technology and enjoy learning independently. Having been raised with 24/7 access to the internet, smart phones and social media, this population is typically more accepting and open-minded than any generation before them.

As organizations remain focused on recruitment strategies for all worker types, it’s critical to understand what motivates and inspires the Gen Z worker to ensure effective talent attraction and retention.

Generation	Born	Age in 2025
Generation Z	1997-2012	13-28
Millennials	1981-1996	29-44
Generation X	1965-1980	45-60
Baby Boomers	1946-1964	61-79
Silent Generation	1928-1945	80-97

Table Source: Pew Research

What matters to the Gen Z worker?

Their company shares their values. Historically, generations are shaped from the situations and events they are exposed to early on in life. For Gen Z, this population is reported to be open-minded, preferring freedom of expression and an understanding of different ways of life and people. In a poll completed by Zety, 72% of Gen Zers said they’d consider leaving their job over a clash of values with their employer on society’s pressing issues (e.g., racial justice and gender equality).

Work flexibility. It’s also critical to point out that many among Gen Z completed their education and/or started their professional careers during the pandemic lockdown. As a result, they’re approaching their work and personal lives in a different way. Flexibility is a top priority. This could mean a remote or a hybrid work environment for professionals, or it could mean greater control of shift schedules for hourly employees. In a nutshell, they want the flexibility to ensure they are achieving suitable work/life balance. And contrary to what some might believe, these workers do understand the benefit of returning to the office; however, they want this time to be collaborative and meaningful. Managers should ensure that in-office workdays are planned and structured to provide an opportunity for partnership and institutional knowledge-sharing.

Continual evolution. This generation also wants to constantly grow, evolve and develop. Why wouldn’t they? They were raised in an era of instant gratification. Some feel it’s why these workers tend to job hop so frequently. However, Gen Zers don’t typically view job hopping as a blemish on their work history. And if they aren’t being challenged and don’t see a clear path for advancement in their current role, they may leave. To retain Gen Z workers, companies should provide opportunities for upskilling and reskilling and clearly communicate ways to advance within the organization. If you don’t want your Gen Z workers jumping ship, you can help to keep them anchored by offering continuous opportunities to learn and grow.

How Gen Z is Evolving the Workforce

The COVID-19 pandemic catapulted change on a global level. Overnight, we were forced to embrace remote work, online education, home delivery and telemedicine all while being separated from loved ones and friends for an extended period.

The aftermath of these events created a follow-up epidemic of mental health illness, and employers have become focused on wellness in the workplace now more than ever before. In a study completed by Deloitte, when asked which aspect of their lives they prioritize most, mental health came first for Gen Zers (28%).

Business leaders should intentionally evolve their management styles to account for the significant changes that have taken place over the last several years. Organizations now require empathetic leaders who are aware of their workers’ thoughts and feelings, and take a genuine interest in their team members’ lives as well as the challenges they face daily.

Empathetic leadership helps to prevent work fatigue and job stress. A study completed by Catalyst reported that employees who have empathetic leaders report more innovation, are less likely to leave a job and less likely to burn out. Understanding what drives your teams, and why, will help deliver the career growth and development needed to ensure your top performers don’t move on to “greener pastures.” And this sentiment doesn’t just apply to Gen Z workers but to everyone in the workplace. Teaching managers how to lead compassionately in this post-pandemic world will be critical when navigating through the ongoing talent shortages we face.

Welcoming Gen Z to the Intergenerational Workforce

To stay competitive in today’s labor market, companies should welcome Gen Z to the workplace by nurturing an inclusive and empathetic environment that provides opportunity for these tech-savvy change champions to aid in the evolution of your organization.

Education around intergenerational best practices and how to incorporate them into your workplace can help to build respect and admiration for other people’s lived experience and can only make your organization stronger.