By 2025, Gen Z will account for 27% of the workforce. And make no mistake, this segment of the working population have different expectations and end-game goals for their careers and lives, as well as their day-to-day experience in the workplace.

This generation are more passionate about companies they might work for aligning with their values, for example, and are more insistent on a work-life balance, flexible and remote working and higher salaries earlier on in their careers. Gen Z therefore have a certain reputation in parts of the workplace – in a 2023 study, 74% of managers and business leaders said that they believe Gen Z to be more difficult to work with than other generations.

Basically, Gen Z workers aren’t prepared to work for the sake of working – they want their work identity to add something to the rest of their lives. They have spoken out about this want and need in various ways, with the “lazy girl jobs” TikTok going viral in its discussion of low-stress jobs that allow workers, particularly women, to prioritise their wellbeing.

Tanya, 24, tells AllBright that from her experiences in the workplace, the biggest difference between Gen Z expectations and values of work and those of other generations is that “older generations believe you must work into oblivion”, meaning that the results of your hard work aren’t often visible or celebrated. 

She adds that “everything needs to have clear outcomes and clear targets” and that there’s a symbiotic relationship with someone’s life in and out of work, advising that workplaces need to “make accommodations for employees because they’re individuals with lives outside of work”.

Seeing as Gen Z are the future of the workplace, and are insisting on a working culture that could benefit all of our wellbeing, it’s definitely beneficial and interesting for business leaders to consider how to attract, and retain, Gen Z employees.

“Workplaces may struggle to motivate or understand Gen Z employees because traditional management approaches often don’t align with the values and ambitions of this generation,” positive psychology and business coach Elle Mace explains.

According to a recent study, 70% of Gen Z want to work for a company whose values align with their own. So, in order to capitalise on this requirement during recruitment and beyond, Elle recommends “clearly communicating values and demonstrating a commitment to them” through transparent messaging in job postings, as well as consistent execution of diversity and inclusion policies, as well as sustainability and community efforts.

Above all, she says, actions with authenticity from a workplace is key. So whatever you do, make sure it’s genuine.

Competitive compensation is also important to Gen Z – a 2024 Business Insider survey found that 82.2% of Gen Z said that having a potential employer offer a “fair and competitive” salary was either extremely or very important.

Elle recommends transparency in this area too – “providing clear information about how salaries are determined, along with opportunities for early and regular salary reviews based on performance and skill development, can help align expectations,” she says. “This transparency reassures younger employees that their financial ambitions are achievable and tied directly to their contributions and growth within the company.”

Lucy Kemp, future of work expert and employee experience consultant, also suggests looking at offering share schemes “to bring an added incentive for Gen Z”. She also echoes Tanya’s words about the importance of clear outcomes and targets.

“You need to provide them with a clear career path,” Lucy explains. “If they are currently an A, how can they get to a B? What do they need to do to get there, and how are you, as their manager, going to get them there? 

“Give them clarity and help them to understand what it is that they need to do,” she advises.

Focusing on what each individual needs to progress is also key, according to Lucy: “Companies need to look outside of the current ‘box’ and create individual progression plans for people the way they work best.” If businesses keep using the one-size-fits-all approach, they run the risk of paying the costs for rehiring staff, as Gen Z workers move on to other workplaces who are committed to nurturing their individual progress. 

Research found that 72% of Gen Z workers need work-life balance – and at the centre of this, according to experts, is the ability to work flexibly and remotely when needed. 

Elle advises offering flexible hours as well as access to remote working – and ensuring this is supported by the appropriate technology and tools, whether it’s video conferencing software and project management platforms. Both Lucy and Elle also advise that clear communication of expectations of remote and flexible work is key – as Lucy says that Gen Z may not have the “soft skills” required to communicate around the importance of managing your own time and remaining disciplined in this sense, seeing as “remote and flexible working is the norm”. Once business leaders and employees are on the same page, flexible working can benefit everyone, retaining Gen Z workers and improving workplace culture for everyone.

When it comes to attracting and retaining Gen Z and all other generations through workplace perks, Lucy advises that personalisation is crucial, letting employees decide what would benefit them. “One size doesn’t fit all,” she explains.

Learning and growth is also very important to Gen Z workers – and there are many ways to implement ways to achieve this in the workplace. Elle recommends setting up mentorship programmes, ensuring ongoing training is embedded deeply into workplace culture and being transparent about upcoming opportunities. Lucy also insists that Gen Z are interested in “horizontal” moves to work on different teams and expand their skillset, as well as “vertical” moves upwards – making space for employees to move around, as well as up, the workplace ladder is key.

Of course, it’s not just members of Gen Z that need consideration when it comes to retaining and supporting their specific needs – business leaders should always be thinking about supporting different generational values in the workplace, and how they can attune themselves to different age groups and experiences to get the best out of their employees. Career coach Deirdre Orr recommends “actively listening to their unique perspectives and motivations”, as well as “prioritising inclusivity, ensuring diverse ideas are valued and fostering cross-generational collaboration”. 

Running a business herself, as a leader Deirdre explains that she “adapts leadership style to meet varying needs of the team, whether through flexible work arrangements or tailored communication. 

“By aligning everyone around shared goals that resonate across generations, I create a cohesive, motivated and productive team.”

So while aligning with Gen Z’s values and expectations in the workplace has the potential to shift and improve our experiences at work, they’re not the only generation who can benefit from the flexibility they’re asking for. What’s more, paying attention to what all generations need in the workplace is also key in ensuring businesses, employees and employers are always working towards the best they can be.