What Matters Most to Gen Z In the Workplace

There has been quite the conversation with employers struggling to engage with the new workforce, aka Gen Z. Born between the middle 1990’s and early 2010’s, these individuals bring a distinct set of skills to the boardroom table – which, today, often does NOT include an office.

A recent ResumeBuilder.com article about Office Etiquette and the changing workplace reads, “In addition to experienced employees having to readjust to in-person work, newcomers to the job market seem to be having a hard time adjusting after years of COVID-related disruptions. Some colleges and companies are even offering courses on professionalism to Gen Z workers and new college grads to try to bridge the gap.”

Understanding how Gen-Zers are motivated is the key to success as this generation, like the ones which precede them, all bring a unique set of strong skills and worth when they feel valued, heard and understood.

Here are some key Gen Z values—when implemented, they can add great wealth to a new or existing corporate culture.

What Matters Most to Gen Z In the Workplace

Flexibility

Gen-Zers seek work-life balance and embrace a flexible work environment. They grew up as digital natives and studied remotely out of necessity due to the pandemic. Embrace their independence and technological skills.

Opportunity For Growth

This generation prioritizes growth and wants (short) opportunities to expand their skills. Remote learning made it difficult to practice their “soft skills.” They welcome the opportunity to feel confident and empowered in a group setting. Continuous learning opportunities appeal to this group – according to a recent Forbes study, they value leadership training which includes soft skills (48%).

Consistent Feedback

Not to be confused with hand holding, this group wants to know their input is productive and making an impact. Ryan Jenkins for Inc.com writes, “Sixty-six percent of Gen Z say they need feedback from their supervisor at least every few weeks in order to stay at their job.”

Autonomy and Individuality

Although they want to feel like a part of a team, Gen Z are quite astute at working independently. An article in Harvard Business Review reads, “They need room for experimentation to prove themselves. Thus, in order to keep them motivated, flex your management style and give them greater room and autonomy to explore and figure out improvements in work processes.” They would also benefit from opportunities with scheduled group interaction.

An Authentic Corporate Culture

Gen Z employees thrive when they feel that management is committed to employees and the community they serve. HBR suggests aiming for a culture that “allows for vulnerability, open communication, and makes time for mental recovery.”

Security and Stability

An October 2022 McKinsey study found that 45% of Gen-Zers have concerns around the stability of their employment. Some experts believe a hybrid work model will give Gen-Zers flexibility, connection and stability.

Praise and Fun

Deloitte reports, “Generation Z values salary less than every other generation,” and suggests employers
make work interesting. Reza Farahani for GoCo cites coffee chats, shared lunch breaks, biweekly events and game nights as possible options. Everyone benefits from this approach—having something to look forward to is a great incentive in a busy season. In our blog post about creating more joy in the workplace, we spotlighted how “54% of employees cite coworkers as a top source of happiness at work.”

Opportunity To Shine

Encourage Gen-Zers to take ownership in their work as they flex their skills on a project. Celebrate milestones and provide honest, helpful feedback as they grow. When they feel psychologically safe, they are comfortable sharing their perspective and ideas.

We’ve covered what this means in a recent blog post: Psychological safety is a condition in which human beings feel (1) included, (2) safe to learn, (3) safe to contribute and (4) safe to challenge the status quo—all without fear of being embarrassed, marginalized or punished in some way.

Fostering a workplace environment where everyone feels psychologically safe is a worthwhile and honorable endeavor.

For more information about working with Diane, America’s “Go to” social and professional (manners) skills authority, please visit The Protocol School of Texas. 

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