Who is Gen Z?

Gen Z, born between the late 1990s and early 2010s, are true digital natives, never having lived in a world without the internet. Many launched their careers during the instability of the recession, human rights and social justice movements, terrorism and war, and the pandemic. Often called the “true” generation, they’re typically characterized as politically progressive, valuing individuality, and prioritizing diversity and inclusion. These vocal, influential young people bring to the workplace a new set of values, expectations and communication styles. In response, here’s how many employers are modifying their work styles to attract and retain Gen Z talent.

Embracing Flexible Work Arrangements

One significant shift observed is the embrace of flexible work arrangements. According to World Economic Forum research 73% of Gen Z want permanent flexible work alternatives – anything other than a typical 40-hour, in-office, 9-to-5 schedule. It’s been reported that younger generations spend half the week in-office and 30% elsewhere – they’re more mobile, traveling, working from alternate locations, from client sites, in coworking spaces and other places outside the home/office.

Gen Z values autonomy and a better work-life balance, leading companies like Apple, Google and Microsoft, to offer remote or hybrid work options. Microsoft, for instance, implemented a hybrid workplace flexibility policy allowing employees to work remotely up to 50% of the time. Using Teams and other digital technology they don’t only cater to Gen Z's preferences, but productivity and work satisfaction are enhanced.

Creating a More Social Work Environment

Younger workers spend three times more time learning and socializing than their older colleagues. They value building relationships and growing their knowledge to ultimately achieve more personal and professional growth.

When Gen Z does work in the office they prioritize “getting work done” and being productive but they prefer an office with amenities, hospitality, a community atmosphere and fun vibe. They want things like coffee shops, a boutique hotel/clubhouse feel – not so corporate. Google may have set the benchmark, but more and more companies have corporate offices with special amenities; Zappos offers free food and provides nap rooms, Nvidia provides board games, video games and a pool table and Adobe has free snacks all day, free meals and drinks as well as on-site gyms.

Prioritizing Health and Well-being

Another crucial aspect is prioritizing health and well-being in the workplace. Gen Z seeks employers who prioritize mental health support, physical activity, support for financial well-being. Many companies now provide on-site medical professionals, counseling services, parental leave, and generous PTO policies. Intuit, for example, has a comprehensive Well-Being Hub and Activity Program that includes yoga sessions, wellness coaches, and financial well-being support. Another employer who demonstrates a commitment to employee health is Nike who encourages employees to participate in daily sports through access to Nike Sports Centers, fitness discounts and preventive health programs.

Promoting Ethics and Social Awareness

Ethics and social awareness are paramount for Gen Z. According to Deloitte, 77% survey respondents say it’s critical to work where company values are aligned to their own. They’ve experienced social causes like Black Lives Matter and the Me-Too movement, and they want to engage in purposeful work.

Concern for the environment and sustainability is a high priority for Gen Z and they want employers to take real action to make a difference. Companies like Hewlett Packard Enterprise are applauded for their environmental sustainability efforts, aiming for net-zero environmental impact by 2040. Bank of America's commitment of $1 trillion by 2030 towards a sustainable economy also resonates with Gen Z's values.

Embracing Diversity, Equity, and Inclusion (DEI)

DEI is not just a preference but an expectation for Gen Z. Statistically they are the most diverse generation to enter the workforce. They value workplaces that champion diversity across race, ethnicity, sexual orientation, and gender identity. In fact, 88% of poll participants felt companies must inquire about preferred gender pronouns.

One big proponent of DEI is tech giant Salesforce, who doubled their efforts committing to become one of the most inclusive companies, with over 50% of their US employees being from underrepresented groups. This dedication to inclusivity aligns with Gen Z's desire for individuality.

Enhancing Communication Styles

Communication styles have also evolved to cater to Gen Z's expectations. With a preference for instant and on-demand communication, companies are leveraging video calls, feedback mechanisms, and team activities to foster engagement and collaboration. Gen Z tends to be less formal, choosing chat over email but they seek human interaction to reinforce authenticity and trust. Many companies have implemented one-on-ones, more direct, immediate feedback, and additional dialogue to reflect a shift towards more interactive and informal communication channels.

Attracting Future Talent

To attract and retain Gen Z talent, companies are focusing on mental health support, promoting DEI initiatives, offering career development opportunities, improving socialization and communication channels, and ensuring equal pay practices. These strategies not only cater to Gen Z's needs but also contribute to a more inclusive and dynamic workplace culture.

As Gen Z continues to dominate the workforce, companies must adapt and embrace these changes to harness the full potential of this generation's talent and innovation. By understanding and accommodating their preferences, employers can create a workplace environment that fosters growth, creativity, and success for both the organization and its employees.

The Wilner Group has deep expertise in the nuances of the job market. We offer three verticals of business to help match the right recruits with the right opportunities: retained search, contingent permanent placements and contract and temporary projects. If you need personalized assistance with staffing and placement, please contact Maureen Wilner at 201-897-6401 or visit www.wilnergroup.com.

Sources: Gensler Research Institute, US Workplace Survey 2022; Tallo study; Johns Hopkins University, Gen Z in the Workplace: How Should Companies Adapt; Connecteam: How to Effectively Communicate with Gen Z in the Workplace