It is widely accepted that the term Gen Z applies to those people born between 1997 and 2012, many of whom are now of working age. This generation has been shaped by technological advancements, global connectivity, and an emphasis on social issues. They are the first generation to have grown up with smartphones and internet access and all the opportunities and challenges this presents. Gen Z are therefore like no other and for employers that can be difficult. Employers don’t necessarily understand how to attract and retain this generation, and what matters most to them.
We are going to explore the key elements that Gen Z workers are looking for in an employer and how organisations can adjust their approach to meet these expectations.
Flexibility and Work-Life Balance
One of the top priorities for Gen Z workers is flexibility in how, where, and when they work. According to a study by Jabra, 81% of Gen Z value flexibility at work above salary . This desire for flexibility is a direct result of growing up with technology that allows remote working and the understanding that productivity isn’t confined to a traditional 9-to-5 office setting.
Post-pandemic, remote and hybrid working models have gained popularity and Gen Z workers are more likely to look for opportunities with employers who offer these options. Flexible hours, remote working, and an annual leave entitlement that is above the statutory minimum are seen as critical to Gen Z in maintaining a positive work life balance and avoiding burnout.
A Strong Focus on Mental Health and Well-being
Mental health is a topic that resonates deeply with Gen Z. A survey conducted by Deloitte found that more than 50% of Gen Z respondents reported experiencing anxiety or stress regularly . This generation expects employers to not only understand mental health issues but to actively support them via robust mental health initiatives, access to therapy and counselling and promoting a culture of openness about emotional well-being.
When staff suffer from mental health issues this can have a detrimental effect on workplace productivity. Employers that prioritise the well-being of their team and can demonstrate that they have a caring and supportive culture will stand out to Gen Z candidates.
Purpose-Driven Work
As we have already established, salary is not the main motivator for Gen Z. This generation is purpose-driven, and they look for employers whose values align with their own. Data gathered by Deloitte reveals that 77% of Gen Z prefer to work for a company that shares their values . They are passionate about the environment, diversity and inclusion, and ethical business practices, and they expect their employer to reflect these ideals.
Companies that are transparent about their environmental impact, community involvement, and ethical business practices are likely to attract more Gen Z talent.
Opportunities for Growth and Development
Those in Gen Z are highly entrepreneurial, with many examples of people who have started their own side hustles or small businesses while still in school. Consequently, they value employers who offer opportunities for personal and professional development. According to LinkedIn’s Global Talent Trends report, career development opportunities are a top consideration for Gen Z job seekers .
Employers that offer mentoring schemes, continuous learning opportunities, and have clear career progression pathways will attract ambitious Gen Z workers.
Technologically Advanced Work Environments
Gen Z is the first generation of the digital age. They have grown up with smartphones, social media, and on demand TV, which has shaped their expectations for the workplace. They expect their employers to understand and make use of technology in the workplace. This means giving them access to cutting-edge tools that allow for seamless collaboration, communication, and productivity.
Companies are increasingly investing in digital tools to create a workplace which harnesses technology such as AI-driven project management platforms and collaboration tools and again these employers will be at the forefront of recruiting the best of Gen Z talent.
Fair and Transparent Pay
While purpose and flexibility are important, Gen Z can’t live on fresh air. They want fair pay and transparency around pay structures. A recent Future Workforce Study by Adode found that 85% of upcoming and recent graduates are less likely to apply for a job if the salary details aren’t included in the advert. Employers looking to tap into Gen Z need to offer competitive salaries and attractive benefits packages.
With the ever increasing cost of living, salary expectations are in turn rising, and Gen Z employees are more likely to look for employers who offer transparent salaries, regular pay reviews, and benefits which deliver on their needs.
In order to attract Gen Z, businesses need to be aware of what is on Gen Z’s employer wish list as they continue to shape the future workforce. Traditional processes and practices around recruitment must be reviewed so that employers can tap into this talent pool and once a Gen Z employee is recruited it is important that the employers deliver on Gen Z’s expectations or they are likely to quickly move on.
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Why not also check out our blog on a similar topic Pregnancy Discrimination – thought it was a thing of the past?
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