Getting the Best from Your Gen Z Workforce

Gen Z (those born roughly between 1997 – 2012) have clear expectations of what they’re looking for when applying for jobs. If an employer’s values, policies and day‑to‑day culture don’t ring true, they’ll clock it, and leave.

Want them to stay, thrive and spark fresh ideas? Start by getting these fundamentals right.

Understanding Gen Z

Gen Z are driven by meaning; they prefer jobs that align with what they’re passionate about. Some of these can be personal factors, but Gen Z are typically passionate about social issues, the environment, mental health and travelling.

As well as this, Gen Z also understands technology like the back of their hand because they grew up with it. They’re able to adapt to the newest advancements and work well in an environment that utilises the latest technology (this doesn’t mean they won’t require proper onboarding, though). They’re great to have on your team, but it’s vital you can impress them and keep them on board.

Gen Z respect straight talking. They would rather hear an honest “I don’t know” from a manager than a glossy corporate line. Transparency about pay, promotion criteria and company performance builds trust – the foundation on which long‑term loyalty rests.

Valuing Mental Health

A healthy work‑life balance is more than a buzz‑phrase for this generation; it is a non‑negotiable. Gen Z are often passionate about progressing in their career, but they also want to enjoy their personal life to the fullest. This involves having time for self-care, making memories and being able to see their friends and family.

Many UK firms now offer three or four “wellbeing days” each year, allowing staff to step back when they need to reset without burning through holiday allowance.

Additionally, open and honest communication is a must. Feeling comfortable to speak to your managers about something you might be struggling with is important, whether that’s work or personal matters. Over time, this lack of communication can cause them to bottle things up and resent their workplace. This can lead to quiet quitting, demotivation, or your employees looking elsewhere. The key is to be approachable.

Flexible work

Another key way to support wellbeing is by offering flexible work to employees. If someone has a doctor’s appointment or needs to sort out an issue with their car, varied start times can be a huge help. Someone may take a liking to an 8-4 if they have commitments in the evening, whereas someone else can prefer a 10-6 if they have a busy morning taken up by getting the children ready for school.

As well as varied work times, working from home has become increasingly popular since the pandemic due to its range of useful benefits. If someone has to travel far to get to the office, working from home can eliminate travel times and the costs associated.

Fully remote work can work well, but a few days in the office often improves communication, learning and team cohesion. It’s the best of both worlds: less commuting and that much-needed face-to-face.  And this is a very popular choice among Gen Z. In fact, according to this Gallup survey, 71% of Zoomers prefer a hybrid work model, compared to 23% remote, and 6% in office.

A more recent trend among Gen Z is judging performance by outcomes rather than hours. Meaning 4 day work weeks could become more popular. Why be stuck at a desk more hours than you need to?

Opportunity to Grow

Gen Z likes to know they can progress within their job and climb the career ladder. Employers who value their development by offering feedback and training courses are a big green flag to them. If there’s a clear path for progression within the company, they’re likely to stick around longer. Regular career check‑ins every quarter rather than one bloated annual review – keeps them feeling heard and appreciated.

In addition to this: the modern working world is turbulent. Mass redundancies can leave people blindsided and panicking to cover next month’s rent in roles they thought were secure. And the result of this is that people want more stability and honesty. Be open about how the company is doing, whether there’s a chance to progress, and any upcoming changes – keeping people in the loop is crucial. When colleagues are being let go, everyone else feels on edge; transparency is paramount to retention. If people worry they’re next, they’ll start planning their move.

What To Avoid

Here are things Gen Z tends to avoid.

• Poor communication – Going quiet on pay, performance, or company health is the fastest way to lose trust.
• Schedules that lack flexibility – Blanket “9–5 in the office” rules feel arbitrary. Since 6 April 2024, employees in Great Britain have a day-one right to request flexible working, and employers should handle requests fairly and quickly.
• Stereotypes –Don’t generalise: not everyone wants fully remote, will job-hop, hates calls, or is “too young to lead.” In the UK, avoid age-coded language in ads, such as a young/energetic team; assess the real skills.
• Micromanagement – There is nothing worse than someone watching your every move at work. This is a particularly bad trait in the eyes of Gen Z employees. The UK ICO says any worker monitoring must be necessary, proportionate and transparent – get this wrong and you risk complaints as well as morale. Not to mention it’s usually a complete waste of management’s time.
• No clear path for progression – Vague career progression and unspoken pay bands push ambitious people out.
• Ghosting candidates – Slow, silent processes damage your employer brand. Even a quick “no” beats radio silence – and applicants will remember.

Final Thoughts

Retaining Gen Z isn’t about beanbags or free pizza. Get those fundamentals right and your youngest colleagues will do far more than stay – they will power the next wave of your business.

Are you looking for your next payroll or HR talent? JGA Recruitment is the UK specialist in Payroll & HR hiring: interim, contract and permanent.

Let’s talk: [email protected] – 01727 800 377.

Holly Dodd is a freelance writer fueled by books and big ideas, crafting content that sparks conversations on under-discussed topics. Get in touch: [email protected]