Gen Z Workplace Expectations

Gen Z are socially-conscious, pragmatic, values-driven, tech-savvy individuals. In the workplace, that means they are motivated, progressive team members, so it’s no surprise that they’re favorable candidates for job openings. They will also account for 27% of the global workforce by 2025, so smart employers are already trying to leverage the sea of talent.

But Gen Z are a unique group, the way they consume information or convey ideas can sometimes seem foreign to older generations. Not to mention they’ve grown up with tech in their hands, shoot, they’re not going to even remember dialup internet or potentially having a landline. “T9 texting, floppy discs…what’re those?” Perhaps most importantly though, Gen Z are naturally more attuned to social causes and thus operate with a strong moral compass. 

But because of their growing prevalence in the workforce, organizations have to know how to appeal to them, starting with what they want in their professional environments. And we know what you’re thinking, no you’re not going to have to learn TikTok dances or whatever the Gen Z boss and a mini trend is (we don’t know either). Gen Z workplace expectations are nuanced and legitimate, but they can be different from the previous status quo. 

Here’s how to meet Gen Z workplace expectations, and keep your staff up to date.

1. Flexible Work Structures

Gen Z has grown up with tech – and a lot of it. For them, navigating remote work has been easier than for other generations. Their digital literacy means that they know how to be productive and streamline tasks and communication even when not in a physical office. It also means that they see flexible work as a given, not a perk.

As an employer then, it’s important to consider offering Gen Z candidates a hybrid—or, depending on the situation, totally remote—positions, as well as autonomous working structures. For example, not having rigid 9-5 hours, but rather having looser start and end times. 

Not able to offer remote positions? There are smaller examples of flexible work. Have an employee that has a doctor’s appointment? Let them work from home that day, or let them go without forcing them to take half a day of PTO. Occasional “life stuff” happens, having an open mind and not rigid “laws” about this kind of thing is a positive.

If you’re new to this type of flexibility, be assured that Gen Z are experts when it comes to project management tools, so you can still have an overview of what they’re working on, when, and how it’s progressing.

2. Have a Clear, Actionable DEI Policy

Did you know that Gen Z are the most diverse generation in terms of race and ethnicity? They are also set to be the most well-educated generation so far. These factors make Gen Z very aware of how people are included and celebrated in workplaces – they want a fair environment for everyone, and to see that businesses emphasize equal opportunities.

Businesses therefore should have clear diversity and inclusion policies. These should break down how you encourage people from diverse backgrounds to apply to job listings, how you support them in their careers, and how you maintain an equitable workplace. Gen Z will also want to see how you track your efforts toward being a more inclusive company. So try to always have some data on hand and narratives publicly available to showcase.

3. Gen Z Wants Feedback

Gen Z are excellent communicators. They spend a lot of time discovering how to talk to one another with empathy and emotional intelligence, and they anticipate that in their working lives. In particular, they look for feedback that helps them grow.

Perhaps the most crucial thing you can do as an employer, is provide regular feedback to Gen Z team members. That could take the form of 1:1 review sessions, written surveys, or peer-to-peer feedback. The idea is to consistently engage with Gen Z individuals to celebrate what they do well, and let them know where there’s room for improvement and explain how they can do so. 

It’s actually one of Gen Z’s greatest strengths that they can receive feedback so constructively, and it’s in your interest too to build more informed, more efficient staff.

4. Curate Continuous Learning

Despite being young, Gen Z are ambitious and eager to expand their knowledge base. They want to feel like they make a difference in the world and in the workplace. This makes them hungry for ways to advance their skills.

Gen Z appreciate jobs that enable them to learn. They won’t be satisfied staying in roles that they can do with their eyes closed. They look for positions that challenge them and people that inspire them. As a result, you should be offering them mentorship programs where they can shadow people in different teams, and people in more senior roles. 

You could also promote learning platforms and libraries where they can explore unlimited themes. Plus, you should share any certification options you have—for example, paying for courses to become an accredited SCRUM master.

5. Access to the Latest Technology

The digital natives are all from Gen Z. They subsequently want workplaces that utilize modern technology to make their responsibilities faster and more straightforward. They equally want to see that your organization is relevant—that you have up-to-date solutions and are plugged into what matters to young people.

On a practical level, that means having a toolbox that is impressive to Gen Z, especially if you’re directly in the tech space. They don’t have to be the most expensive offerings, but ones that are intuitive and enhance collaboration while simplifying tasks. You should additionally have training about how to use new tools, and have robust IT support to help all employees integrate tools and maximize their value.

6. Define, and Operate By, Your Values

Gen Z wants meaning, not just a paycheck. They’re genuinely invested in sustainability, equality, and building a positive society. You could check all the boxes of being a great employer, but if you don’t have a concise definition of your values and how you enact them, you’ll lose Gen Z candidates.

Your values are the fundamental beliefs and principles that guide the business. Have them guide action also, because you need to follow through. So, lets say your values emphasize equal opportunity, you then need to also be ready to provide proof of these initiatives. For this example, you could have data available to show how an initiative increased the promotion of women employees to management roles. 

Whatever you value, you must be able to articulate it well, and concretely show how it’s embedded in your work culture. When hiring Gen Z, they will quickly identify whether or not you’re practicing what you preach.

7. Talk About Mental Health

Anxiety and depression are high among Gen Z individuals. In fact, the group is reported to have the poorest mental health of any generation. With that realization, employers have to have open, honest conversations about mental health: what it is, how it’s cared for, and how the company supports it. Gen Z wants to feel like they are in authentic spaces, where the very real impact of stress and burnout can damage their mental health. 

Gen Z also know that there aren’t fixed lines between personal and professional life, and expect companies to have systems in place to alleviate pressures on their mental health. This could take the form of coaching, cross-team discussions about mental health, or structural boundaries that protect mental health—think ‘Internal Meeting-Free Thursdays’.

This can also be pushed from a management level. Coach the managers that oversee your entry-level employees to keep tabs on individuals’ PTO usage. Has a new hire gone a year without using a day off and seem like they’ve had a dip in enthusiasm? Ask them about it in a 1:1 and if they’ve met their metrics, encourage them to take a day or two off. Gen Z—and honestly other generations—will appreciate that PTO days are thought of as something to encourage positive mental health more so than a number to be policed.

Gen Z Workplace Expectations Can Help You Evolve

Maybe you’ve heard about some Gen Z stereotypes in the workplace, but the truth is, Gen Z are conscientious and great team players. The expectations above are positive factors that can help your organization develop, and bring on board some of the most promising staff out there!

Does your team need to rebuild the pillars of your company culture for a new generation? No. But being thoughtful and intentional about your workplace culture will be seen and appreciated by all of your employees, not just Gen Z’ers.

Feel good about Gen Z workplace expectations and are ready to tap into their talent? Create a profile on Epic Hire and get in touch with job seekers in seconds.