4 Things Gen Z Wants in the Workplace

Just when we thought we’d figured out millennials, along comes Gen Z to shake things up! By 2030, this generation (born 1997-2012) will represent nearly 30% of the global workforce. Their entrance comes at a time when work itself is being redefined, making it crucial for employers to adapt quickly or risk losing this talented generation to competitors who better understand their priorities.

Having witnessed and lived through economic roller coasters, technological whiplash and a pandemic that turned work norms upside down, this generation brings refreshingly practical priorities to the table. Gen Z isn’t asking for anything revolutionary — just workplaces that make sense for modern humans. 

As we are in the midst of graduation season, let’s take a closer look at what Gen Z really wants in the workplace:

1. Investment beyond the buck

Gone are the days where ping-pong tables and free kombucha will sway a hire. Those are nice to have, for sure, but perks aren’t enough. Gen Z expects their employers to invest in them in more ways than one! 

In data shared by Handshake, 76% of undergraduates cite job security as a major factor in their job search, and 65% would pass on any position without retirement benefits. They want transparent salary structures and student loan help, as well. Smart employers are responding by creating detailed career progression road maps with clear compensation pathways at each level.

Advanced skills development is essential to Gen Z, as well. Beyond the dollar, companies will need to offer both formal training and opportunities for their young talent to highlight their skills while absorbing institutional wisdom. Gen Z has grown up in a digital world, and they’re natural knowledge sharers. 

2. Social responsibility with receipts

Unlike previous generations, Gen Z is not buying mission statements without evidence. When companies take authentic stands on environmental sustainability, social justice or ethical business practices, employees show higher engagement and loyalty. 

For Gen Z, diversity encompasses multiple dimensions, and they can spot performative inclusion from a mile away. In a world where DEI is being weaponized, it’s more important than ever for companies and leadership to walk the talk.

LinkedIn research shows 80% of Gen Z wants purpose-driven work aligning with their values. Whether your business model is mission-driven or not, by connecting their daily tasks to your firm’s impact, you can give them opportunities that make a difference. 

3. Flexibility over rigidity

Having watched their parents join Zoom meetings in business tops and pajama bottoms during the pandemic, Gen Z prefers a “generally in-person with remote options” approach. 

Hybrid workplace models are preferred, and the back-to-office initiatives are getting plenty of push-back across industries, for good reason. This generation truly values face-to-face collaboration but expects the freedom and flexibility to work from wherever they’re most productive. 

4. Empathetic leadership

Gen Z respects expertise regardless of title, and therefore, traditional hierarchy means less to them. This is an opportunity for employers to create work environments where good ideas take precedence over org charts. 

According to Deloitte, Gen Z ranks empathy as the second most important leadership trait, while their bosses rank it fifth. Managers need to shift their thinking for the young professionals on their teams. This starts with managers who actively listen without judgment and recognize employees as whole people with lives outside work.

Companies that authentically address these priorities won’t just attract young talent; they’ll create environments where all generations can thrive, and that will also support long-term retention. Firms that actively listen to Gen Z feedback and implement meaningful changes are seeing higher engagement, more innovative thinking, and stronger team dynamics across all age groups. 

Talent acquisition professionals and hiring managers have a unique opportunity to bridge these generational perspectives and help create workplace cultures that respond to changing expectations. After all, who doesn’t want financial security, meaningful work, flexibility, growth, inclusion, good leadership and empathy? I sure do!