The future of work is here, and Gen Z is leading the charge. It’s time for employers to meet them where they are. The workplace is changing rapidly, and much of that change is being driven by the Gen Z work ethic of distinct values, expectations, and priorities. Born between 1997 and 2012, this cohort is tech-savvy, purpose-driven, and unafraid to challenge traditional norms, including the idea of staying in one job for years at a time.
A 2023 survey by ResumeLab found that 83% of Gen Z workers are job hoppers, frequently leaving roles in search of growth, fulfillment, or better alignment with their personal values. At the same time, Gen Z is also vocal about what they need from employers. The 2023 Adobe Future Workforce Study found that 83% of Gen Z professionals believe having a workplace mentor is crucial to their career growth.
These statistics paint a picture of a generation that craves guidance, connection, and meaningful work—but these workers will quickly leave a job that doesn’t meet their needs.
“Gen Z is unlike any generation I’ve worked with,” says Max Shak, a Millennial entrepreneur and founder of Zapiy who works closely with Gen Z employees. “They thrive in environments where their voices are heard, and they actively seek roles that align with their personal values.”
For employers, understanding and adapting to the Gen Z work behavior is essential. This is a generation that will soon make up the majority of the workforce, and businesses that fail to attract and retain them risk losing out on their creativity and adaptability.
Why retaining Gen Z employees matters
Retaining and managing Gen Z talent is about more than reducing turnover costs (though those costs can be significant). It’s about building a workforce that’s innovative, resilient, and aligned with the future of work.
Gen Z employees bring fresh perspectives and a willingness to challenge outdated systems—but their loyalty must be earned. “Traditional loyalty to a single company isn’t part of their playbook,” Shak says. “Instead, they prioritize growth, both personal and professional. If their needs aren’t met, they won’t hesitate to move on.”
For many in this generation, work is a means to an end, not the defining feature of their identity. Thinking that Gen Z doesn't want to work is the lazy way to think of the Gen Z attitude towards work. This behavior reflects a much broader trend: Gen Z is prioritizing living over working.
They value flexibility, purpose, and the opportunity to grow—both professionally and personally. Employers who fail to provide these will find themselves struggling with retaining Gen Z employees, many of whom view job-hopping as a perfectly acceptable path to career advancement.
Read this next: Managing Gen Z: How to Get the Most Out of Your Team
How to retain Gen Z employees: The ultimate guide for businesses
So, how to attract Gen Z talent, a generation that values growth, purpose, and balance over tradition? The answer lies in creating a workplace culture that aligns with their unique priorities. Take notes:
Prioritize growth and development
One of the fastest ways to lose a Gen Z employee is to offer them a stagnant role with no clear path to advancement. Gen Z at work wants to know that their efforts are leading somewhere—whether that’s a promotion, new skills, or opportunities for innovation.
For Gen Z, growth isn’t just a perk, it’s an expectation. Shak shares the adjustments he made in his business to address this expectation. “We’ve introduced transparent career progression plans with regular check-ins to ensure they’re acquiring the skills and experiences they desire,” he says. “Mentorship programs have also been a key element in supporting their professional journey.”
Employers should:
- Offer training programs and resources for upskilling.
- Implement clear, transparent career progression paths.
- Provide mentorship opportunities to help younger employees navigate their careers.
Embrace flexibility and work-life balance
Flexibility isn’t just a nice-to-have for Gen Z—it’s a dealbreaker. This generation has grown up in a world where remote work and hybrid schedules are increasingly common, and they expect the same freedom in their own careers. By supporting work-life balance, employers show Gen Z that they value them as whole people—not just workers.
“We’ve embraced a flexible work environment,” Shak says. “Whether it’s remote work, hybrid schedules, or allowing employees to define their own workday within reasonable boundaries, this flexibility has been a game-changer.”
To meet these expectations, employers can:
- Offer hybrid or fully remote work options.
- Allow employees to set flexible work hours.
- Encourage time off for mental health and personal well-being.
Align with their values
Gen Z is deeply motivated by purpose. They want their work to matter, and they’re drawn to companies that align with their personal values—whether that’s sustainability, diversity, or community impact.
“We’ve aligned our mission with broader societal goals, such as empowering small businesses and supporting community-building efforts,” Shak says. “Involving Gen Z employees in these initiatives gives them a sense of purpose and belonging.”
Employers can attract Gen Z talent by:
- Clearly communicating their company’s mission and values
- Involving employees in projects that make a positive social or environmental impact
- Demonstrating authenticity in diversity and inclusion efforts
Foster open communication
Gen Z employees thrive in workplaces where they feel heard. Open communication creates a culture where feedback is valued and acted upon.
Employers should:
- Conduct regular one-on-one meetings to discuss goals and challenges.
- Use engagement surveys to gather feedback and implement meaningful changes.
- Hold open forums or town halls to keep employees informed and involved.
Bottom line
Attracting and retaining Gen Z employees requires more than competitive salaries and perks—it demands a shift in workplace culture. Employers who prioritize flexibility, purpose, growth, and inclusion will thrive in retaining and managing Gen Z employees. Aim to create a workforce that’s more innovative, resilient, and engaged.
“Gen Z is reshaping the workplace in powerful ways,” Shak says. “Investing in what they value not only retains talent but also strengthens the company culture overall. Their drive and adaptability are assets, and businesses that recognize this will thrive in the long run.”
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