Generation Z in the workplace: What are they looking for?

Generation Z, also known as “Zoomers,” is generally defined as the generation born between 1995 and 2012, and they’re gearing up to surpass Millennials as the largest population group on the planet. This means that Gen Z will make up a third of the workforce by the end of this decade. With the recent pandemic altering priorities and goals for many workers, these changing demographics mean that employers will have to re-think how they’ll attract talent with differing objectives and aspirations. They’ll need to answer the question: What exactly is Gen Z looking for in the workplace?

How is Gen Z different from millennials in the workplace?

Gen Z-ers operate very differently in the workplace from Millennials, Generation X, and Baby Boomers. So, what makes them different from these earlier generations, and what exactly makes them tick in the workplace? Without painting this group with a broad brush, in general, Gen Z differs from millennials (and older generations) in the following ways:

• They value finding meaning in their work as much as the salary.

• They want to learn; 67% of Gen Zers seek to find positions where they can develop the skills they need to advance their careers.

• Millennials tend to value responsibility and unique experiences, whereas Gen Z seeks diversity, creativity, and individuality.

While Gen Z and millennials have a lot in common, such as their desire for diversity and inclusivity, reliance on technology, and immediate recognition of their contributions, there are key differences. In general, Gen Z prefers job stability over flexibility, video content over the written word, and a more direct approach toward communication. 

How does Gen Z behave in the workplace?

Gen Z believes that making a difference with their work is vitally important, and they want to have clear guidelines of what’s expected of them. They’re also more likely to finish their workday on time and place a value on output rather than hours worked. Interestingly, they also are driven towards career growth, with 70 percent of Gen Z workers expecting a promotion within the first year and a half in a position. They’re also much more likely to leave a position if they feel undervalued, or if a company doesn’t align with their personal values.

While they work well independently, they tend to prefer collaboration, working together towards a common goal. They also eschew the concept of hierarchy, being more partial towards rotating leadership based on task-specific expertise and cross-departmental contributions toward making decisions and completing projects. They’re also more likely to ask questions instead of following directions immediately and seek more empathy from their supervisors and co-workers. 

What does Gen Z care about in a job?

Gen Z aims to find work that meets their needs and expectations, and they have no compunction about leaving a job that doesn't. They tend to be purpose-driven, rather than just “working for the weekend.” Here are a few characteristics of a Gen Z employee in the workplace:

They seek a work-life balance

While Gen Z is career-driven, they also prioritize a balance between their work and their free time. Aware of the job burnout experienced by previous generations, Gen Z is motivated by remote opportunities, more flexible work schedules, and a clear delineation between work and “not work,” i.e. not letting their work responsibilities bleed into their personal lives.

Gen Z wants to learn fast

This generation is always on the lookout for learning opportunities. They are repelled by the idea of career stagnation and have a desire to increase their skill sets and explore new careers. Because of this, Gen Z seeks mentorship and constant feedback on their work performance. 

They need a purpose

For Gen Z, work should be more than a means to a paycheck. They are looking for diversity, meaning, and fulfillment from their jobs. They desire a sense of purpose and look for companies that value social responsibility, inclusion and minimizing negative environmental impacts.

How does Gen Z like to communicate in the workplace?

Good communication is the key to a successful career, no matter what generation you’re in. However, the ways that Gen Z prefers to communicate vary from those of older generations. 

They seek transparency from leadership

Generation Z, as well as millennials, value transparency and honesty from their workplace leaders. They won’t necessarily take information at face value; employers need to back up their claims with quantifiable data to earn the trust of these younger workers.

Communication should have meaning

This is more than just “this could have been an email.” Gen Z is okay with in-depth communication, as long as both parties are mentally present. They need to feel like they matter and are being heard.

Digital communication methods are preferred

While Gen Z does value face-to-face communication, when it comes to digital communication, they have definite preferences. Email has been preferred by previous generations, but Gen Z favors platforms such as Slack or WhatsApp. But the one thing Gen Z truly despises is telephone communication; in fact, a recent survey showed that 49 percent of them are “anxious” when taking a call, and if a call is absolutely necessary, they appreciate a message letting them know about it ahead of time.

How do you deal with Gen Z coworkers?

No matter what generation you’re in, it helps to have an insight on how to deal with your fellow co-workers. And Gen Z appears to present a unique set of challenges; in fact, 74 percent of managers say that managing Gen Z is more challenging than other groups. So what’s the best way to engage with Gen Z in the workplace?

Give Gen Z a chance to contribute

A positive characteristic of Gen Z is that they want to make contributions in their role from Day One. Managers should consider allowing them to take the lead on projects or corporate initiatives. Doing this will allow Gen Z workers the chance to feel valued, which is important to them.

Treat them as individuals, not as a group

Ditch the stereotype of Gen Z being lazy, disloyal, or unmotivated. It isn’t always true, and does nothing to forge positive professional relationships. Instead, find out what makes your employees or colleagues “tick,” and lean into their strengths. Gen Z is eager to make a difference, and that can only be a good thing for the workplace.

Forget the “my way or the highway” approach to management

Think about the way many Gen Zers were raised: less structure, rules, and hierarchies. It’s no surprise that they bring this way of thinking into the workplace. Gen Z can bring with them a fresh perspective to “how things have always been done,” which is important for companies in an ever-evolving global environment.

Gen Z’s bottom line

The truth is, Gen Z has a lot to deal with in the workplace. They’re often dismissed as “entitled” and have a bad habit of “ghosting,” but think about it this way: this group came of age in a debilitating pandemic, where their academic growth was seriously hampered, and have a larger percentage of mental health struggles (55% reported in a May, 2022 survey). But Gen Z is poised to be a major share of the workforce very soon. 

So what can they do? It’s important for them to be proficient with in-person, interpersonal communications, so they should consider spending more time in the office and developing their soft skills such as active listening, empathy, and problem-solving. And conversely, employers should make the effort to be more transparent in their policies and goals, and work with Gen Z employees by giving them immediate, meaningful feedback, giving them their full attention while interacting with them, and providing opportunities for them to shine.

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Key takeaways

1. Gen Z and millennials have a lot in common, such as their desire for diversity and inclusivity, reliance on technology, and immediate recognition of their contributions, but there are key differences such as the desire to find meaning in their work and the need for individuality.

2. Gen Z works well independently, but also values collaboration and dislikes the concept of hierarchy in the workplace.

3. Gen Z seeks a distinct work-life balance, wants to learn fast, and needs to have a purpose in their work.