Who the heck is Gen Z?

Generation Z (Gen Z), the age group born between 1997 and 2012, makes up 30% of the world's population. They also occupy 13% of the current workforce.¹ With 2025 projections showing this number raising to 27%, it's increasingly vital for organizations to understand Gen Z as a group in the workplace.²

A major difference between Gen Z and older generations is that Gen Z is not afraid of changing professions. Three in four Gen Zers are willing to switch career paths completely, in contrast to less than half of those in older generations.³

This generation is ready to learn and grow in their careers. Although they are the most likely to leave for better opportunity, Gen Z are also likely to stay in a role of it means promotion or advancing their career goals.

Many generations have earned negative labels over the years. The generation born between 1946 and 1964, Baby Boomers, are viewed as out-of-touch and self-centered. Generation X (1965-1980) and Millennials (1981-1996) are maligned as entitled and lazy.

Negative stereotypes associated with Gen Z include:

Dishonest
Easily distracted
Lack of motivation
Lazy
Too sensitive
Self-centered
Idealistic

These stereotypes can affect Gen Z's working relationships, causing division between the workforce. Here are a few of those sentiments from Gen Z employees:

This generation has proven to be greater than the stereotypes and labels placed upon them. There are positive characteristics about Gen Z that differ from the top qualities of previous generations.

Individuality
Work independently
Realistic
Tolerant
Creative

Gen Z individuals do not limit themselves to a single characteristic. They enjoy exploring various ways of expressing their personality and individuality.⁴ This mindset is likely to pave the way for a more inclusive and accepting society.

What draws Gen Z to a workplace?

Gen Z prioritize flexibility.

Gen Z does not necessarily want to work from home, but they would like to have more workplace location flexibility.⁵
Flexibility on dress code is also something they rank high on their lists.
Due to their open self-expression, they look for an employer who has a tolerance for tattoos and piercings.

Gen Z looks for employers who have a healthy and inclusive culture. Gen Z say that a company’s commitment to diversity, equity, and inclusion is important when choosing an employer.⁶

Advancement opportunities within a company are also appealing to Gen Z. They want to know that their employers are eager to promote from within and encourage professional growth.

Since the majority of Gen Z in the workforce are either just out of undergrad or enroute to getting their master’s, they look for an employer who offers the benefit of student loan repayment or tuition reimbursement.

How do you keep Gen Z?

A gratitude-sharing space boosts everyone's morale in the workplace, including Gen Z. A couple of suggestions include:

Applauding the accomplishments of employees is a great way to show appreciation.
Employees can also leave thankful notes about their co-workers.

Gen Z is most likely to leave a company if the boss or manager manages through fear, unrealistic expectations, or fails to give credit where it’s due.⁷

When they are coming into the workplace out of college, they are afraid of discovering that they made the wrong career choice and are not “good enough” to perform up to the manager’s expectations.
These employees want the freedom to challenge the status quo and try new things. In addition, they desire to fail as a means of learning rather than punishment vs. reward
Gen Z employees also places more value on inspiring leaders. One way to incorporate this is to have a coaching culture in which you give them the space to develop.

Transparent feedback is important to Gen Z.

They prefer direct communication rather than ambiguity.
When communicating with them through email, keep it short and visual. For example, bullet points are a good way to get straight to the point and help them see the major talking points rather than having to read a long email.

What benefits do they prefer?

Affordable healthcare plans are another benefit they are looking for, most importantly medical insurance and paid leave. Gen Z is known to prioritize their health at earlier stages in life than older generations. They are more likely to prioritize healthy eating, exercise, mental health, and managing stress. Also, 37% of Gen Z are likely to have received treatment or gone to therapy.⁸ This is higher than any other generation. Benefit plans that acknowledge these priorities specific to Gen Z will be well sought out for.

Gen Z values autonomy and flexibility in their workplace. They seek out work environments that allow them to work remotely, choose their hours, and balance work with personal responsibilities.

Why it matters

For the past several years, employers have been focused on attracting millennials. Yet, with one-third of the workforce projected to be Gen Z, employers should shift their focus to the new generation.⁹ Like you, your employees want the respect of the organization. They want to work with a company, not for a company. When employers learn how to incorporate Gen Z preferences into the workplace, they can effectively attract, engage and retain this generation's top talents.

Gen Z is ready to step into the workplace and thrive in their careers. Listen to what Gen Z wants other generations to know about them:

This blog is up to date as of December 2023 and has not been updated for changes in the law, administration or current events.