Understanding Gen Z in the Workplace: Key Strategies for Employers
As recent grads enter the workforce, organizations have an opportunity to shape a new generation of contributors and leaders. But too often, the youngest generation is lambasted for their perceived shortcomings. Gen X was known as cranky slackers, while millennials were thought to be lazy and entitled. And now, managers are choosing not to hire Gen Zers—or to fire Gen Z employees within a few short months—because they’re seemingly unprepared for the workplace.
But by dismissing Gen Z, organizations are missing out on the crucial skills and growth potential recent grads bring to the table. Organizations that fully understand what drives Gen Z and align their leadership, culture, and strategy accordingly can improve their engagement, performance, and retention—particularly as Baby Boomers near retirement and Gen Z prepares to make up 30% of the U.S. workforce.
With that in mind, let’s take a closer look at what makes Gen Z tick and how your leaders can start managing Gen Z at work with clarity, purpose, and accountability.
Who is Generation Z (Gen Z)?
Gen Z includes individuals who were born between 1997 and 2012. They grew up with constant access to technology—smartphones, social media, and the internet all emerged during their early years. But they also grew up during the Great Recession and entered adulthood facing high student debt and an unpredictable job market. Additionally, their educational and early work experiences were undoubtedly shaped by the COVID-19 pandemic, with many Gen Zers missing out on many of the crucial face-to-face experiences—like mentorship, orientations, and internships—that prior generations took for granted.
Gen Z’s Unique Workplace Expectations
Remember, life is a mission, not a career. A career is a profession. A mission is a cause. A career asks, ‘What’s in it for me?’ A mission asks, ‘How can I make a difference?’
Like any generation, Gen Z is not a monolith. But the experiences Gen Zers faced during their formative years have largely resulted in a more practical view of work and money, which may come into play during initial workplace expectations. Starting on day one of onboarding, they expect communication to be clear and timely; ambiguity often proves challenging for a generation that’s accustomed to having the power of the internet at their fingertips, prompting effective leaders to be more transparent about roles, responsibilities, expectations, and goals. Known for being pragmatic and values-driven, Gen Z looks for straightforward, consistent systems and leaders. In general, formality matters less to them than honesty and usefulness.
Gen Z also wants to understand how their work fits into the bigger picture. In fact, Gen Z is often known as the purpose-driven generation, seeking clarity, autonomy, and meaningful work. By establishing clear connections between team members’ daily contributions and the organization’s mission, values, and goals, leaders can often amplify Gen Z’s engagement and help them feel invested in their work.
Gen Z also expects real-time feedback and ample learning opportunities at work, as is evidenced by the 65% of Gen Zers who say they’re eager to learn and who ask for feedback on a weekly basis. Gen Z team members may also have their sights set on professional growth, with 70% of Gen Zers in one survey expressing their expectations to be promoted at work within their first 18 months on the job. To engage and retain Gen Z while helping them acclimate to the workplace, effective leaders need to set realistic expectations for team members’ career paths while also identifying opportunities and potential for growth.
While millennial team members may put a greater emphasis on collaboration and community, Gen Z leans toward self-reliance and expects to see their contributions recognized. In fact, nearly 80% of Gen Z workers say they want to receive recognition from their managers at least a few times a month. While both millennials and Gen Zers value purpose, Gen Z wants to see visible alignment between stated values and daily decisions. Leaders who want to successfully engage Gen Z need to provide structure and transparency while encouraging team collaboration and synergy.
While Gen Z may seek out employers that are seemingly able to meet many of their expectations, that doesn’t mean it’s realistic or even advisable for organizations to change what’s working. Additionally, leaders may find that the workplace expectations of this new generation are out of sync with the current norms of their industry, organization, or culture. But this can’t act as a deterrent for engaging with or hiring Gen Z. Instead, understanding the “why” behind these expectations can allow leaders to readjust Gen Z’s expectations as needed while also creating new possibilities to align with an ever-changing world.
What Gen Z Values at Work: 5 Quick Takeaways
The problem of leadership today is that managers are still applying the Industrial Age control model to knowledge workers. They fail to tap into the highest motivations, talents, and genius of their people.
Having grown up in an interconnected, technology-driven world, Gen Z brings new expectations to the workplace. Understanding these key values can help organizations cultivate a work environment where Gen Z can thrive and contribute meaningfully, while ensuring they aren’t out of step with workplace norms.
- Digital Fluency With a Human Edge
Gen Z expects functional, modern systems—but they also value clarity and personal connection. Digital tools should enhance communication, not replace it. Leaders need to rely on their active listening skills, even in digital interactions. And because Gen Z is often skeptical of established systems and hierarchical structures, leaders must also engage in trust-building practices to supplement the shortcomings of technology, enhance relationships, and build credibility with their direct reports in the digital age.
- Purpose-Driven Work and Contribution
Gen Z wants to do work that matters. They believe their efforts should connect to a larger mission. When leaders can help their teams to Begin With the End in Mind®—one of the 7 Habits of Highly Effective People®—they can make clear the connection between each employee’s role and the organization’s purpose. An execution framework like the 4 Disciplines of Execution® can also create a strong tie between individual contributions and goal achievement. Additionally, providing regular feedback and recognition is a must for keeping Gen Z team members engaged and helping their work feel meaningful.
- Career Growth and Financial Stability
Growth and security matter for Gen Z, as this generation is all too familiar with professional and financial instability. Gen Z often evaluates employers based on learning opportunities, career paths, and salary transparency. In addition to being forthcoming regarding financial compensation, leaders can build individual effectiveness to provide employees with the tools needed to improve their skills and advance within the organization. Remember to hold regular 1-on-1s and create a culture of feedback so Gen Z has the ongoing support they need to achieve their growth goals.
- Healthy Work-Life Boundaries
Gen Z seeks autonomy more than traditional perks and values a distinct separation between their professional and personal lives. Leaders can keep Gen Z engaged by establishing a workplace culture that prioritizes results without compromising well-being. Be sure to model self-renewal habits for your team and encourage your direct reports to take the time they need to feel fulfilled and energized at work—whether it’s a short break during the day or some well-deserved time off.
- High-Trust Communication and Transparency
Gen Z is quick to spot inconsistency; they expect direct communication and honest leadership. Leaders who model proactivity—owning outcomes, communicating clearly, and acting with integrity—will build trust and reduce turnover. Being clear about the expectations for Gen Z’s role and responsibilities will also go a long way. Our research shows that only 15% of employees have a clear understanding of their organization’s most important goals. Leaders can appeal to Gen Z’s love of learning and increase engagement by valuing transparency and making expectations as clear as possible.
Engaging Gen Z: Tips for Recruiting, Retaining, and Developing Talent
Focus on your organizational culture if you want to win the war on talent.
Understanding what Gen Z expects and values can help shape your organization’s recruitment and retention strategies. Gen Z seeks to join organizations that stand for something and actively invest in their people. They’re drawn to companies where values guide decisions and learning is part of the culture. Demonstrating a clear path for development and leadership growth is one of the strongest signals of long-term commitment. Below are just a few important steps for organizations that want to attract Gen Z and encourage them to stick around for the long term.
Create a Culture of Growth and Recognition
Recognition isn’t just about praise—for Gen Z, it’s also about progress. They want to know their contributions matter and that they’re moving forward. This generation responds well to feedback, structured development conversations, and visible opportunities to grow. A culture that aligns individual goals with team and organizational success helps increase motivation and retention.
Blend Flexibility With Structure
Gen Z thrives when they understand expectations and have the freedom to meet them in a way that suits their working style. Even in organizations with limited remote or hybrid options, autonomy can be fostered through clear goals, defined outcomes, and flexible pathways to achieve them. But autonomy requires accountability. Establishing and communicating priorities ensures effort is focused and purposeful, while having a structure for execution will keep everyone on track—even if working locations, hours, and styles vary from person to person.
Value Mentorship and Clear Career Pathways
In addition to developing effective onboarding for Gen Z, mentorship is key to engaging and retaining this newer generation. They seek leaders who offer guidance without micromanaging and support both personal and professional growth. Pairing newer employees with more experienced colleagues not only fosters connection but also encourages knowledge sharing across generations. When mentorship is an intrinsic part of the culture, learning becomes continuous and mutual.
Download our free coaching tool, Unlocking Gen Z’s Potential, to learn how leaders can engage Gen Z team members, bridge critical skill gaps, and develop a plan for success.
Leading and Managing Gen Z: Essential Steps and Resources
To lead is to set the example for what you expect from others and to serve your own needs after you have met the needs of others.
Effectively leading Gen Z requires an understanding of their unique preferences for structure, feedback, and autonomy while also providing the support they need in acclimating to workplace norms and expectations. Leaders who can align these elements will foster engagement and high performance in this generation. Here are three essential steps leaders can take to manage their Gen Z team members successfully.
Set Clear Expectations
Gen Z resists vague goals. Leaders who define outcomes, deadlines, and ownership create confidence and accountability. Establishing a system of workplace accountability, like the one found in the 4 Disciplines of Execution (4DX®) framework, ensures Gen Z stays focused on what drives results.
Download our free guide to learn how to refine and execute your team goals for enhanced clarity and performance.
Provide Regular, Constructive Feedback
Gen Z expects consistent coaching. They don’t want to wait for annual reviews. Rather, leaders should provide Gen Z with feedback that’s timely, honest, and focused on growth. Leaders should schedule consistent 1-on-1 meetings and make a concerted effort to cultivate trust and resilience with their team members to ensure feedback is received gracefully and implemented successfully.
Download our free guide to access 100+ questions for better 1-on-1s with your direct reports and eliminate barriers for more productive feedback sessions.
Encourage Team Collaboration
Gen Z values collaboration when it’s purposeful. Structured team learning and cross-generational mentorship build culture and innovation. Intentionally building collaborative skills is key to driving a culture of trust and learning. Helping Gen Z team members develop the skills of personal effectiveness—like win-win thinking, honoring others’ perspectives through active listening, and synergizing to solve problems—will help them achieve a growth mindset that removes the fear from risk-taking and improves their collaboration for increased fulfillment and better results.
Download our free guide, Synergize: How 1+1 Can Equal More for Your Organization, to inspire collaborative skills in your Gen Z team members.
Setting the Stage for Gen Z’s Workplace Success
Clarity, autonomy, growth, and trust are key for Gen Zers in today’s workforce. Organizations that lead with purpose and provide structure—including opportunities to learn and develop their skills—without micromanaging can more effectively attract and retain this generation while ensuring Gen Z is prepared for what’s ahead.
For more insights on managing Gen Z, download our free guide, Be the Leader Who Breaks Through to Gen Z: How to Get Recent Grads to Stop Task Masking and Start Engaging at Work.