As more Generation Z workers join the workforce, some are struggling to adapt. Their expectations about work are different, and they entered the job market during a time of major change. As a result, some Gen Z employees are having a hard time finding their place.
“They grew up in a world of fast change and uncertainty,” said Nirit Peled-Muntz, chief people officer at HiBob. She pointed out that Gen Z has faced five years of disruption, political tension, and the COVID-19 pandemic. “They started their careers during the pandemic, so they missed a lot of in-person workplace experiences that help people build skills and relationships.”
Understand What Matters to Gen Z
Gen Z employees want more from their jobs than just a paycheck. According to Deloitte’s 2024 Gen Z and Millennial Survey, 86% of Gen Z workers say that having a sense of purpose is important for their job satisfaction and overall well-being. Additionally, 75% of Gen Z and millennial workers consider an organization’s involvement in the community and social impact when choosing an employer.
Environmental issues are also a big concern. Deloitte found that 62% of Gen Z workers felt anxious about climate change in the past month. In fact, 20% of Gen Z employees have already switched jobs or industries to align their work with their environmental values, and another 25% plan to do so in the future.
To keep Gen Z workers engaged, HR teams should help them feel like they belong and show how their work connects to what they care about. This might involve organizing volunteer opportunities or community support initiatives. “This helps them feel valued and like they’re making a difference,” said Peled-Muntz. Providing these opportunities can improve both job satisfaction and workplace connections.
Make the Onboarding Process a Priority
A strong onboarding process can help Gen Z employees adjust to the workplace. It shouldn’t be rushed. In fact, it should last at least 12 to 18 months, according to Doug Dennerline, CEO of Betterworks.
“After 12 months, a company starts to break even on its investment in a new employee,” he explained. “At 18 months, you start seeing the real benefits.”
A good onboarding program should be detailed and structured. It might include shadowing experienced employees before taking on tasks independently and training on both soft and technical skills.
Peled-Muntz added that a structured onboarding process helps employees transition smoothly and understand their role within the company. In the past, younger employees accepted that they were starting at the bottom and knew why their job was important. Today, Gen Z employees may need more guidance. Employers should take the time to show them how their role contributes to the bigger picture.
Check In with Gen Z Employees Regularly
HR teams and managers should check in with Gen Z employees often. Regular surveys can help identify challenges they are facing and uncover any unconscious bias managers may have toward younger workers, said Dennerline.
“Surveys can help us see where managers might not be creating an environment where employees feel comfortable speaking up about their struggles or asking for help,” he explained.
Gen Z workers value open communication and mental health support. Even if their stress comes from personal issues outside of work, they expect employers to care. “They want to know we support their work-life balance and will help if they are struggling mentally,” said Peled-Muntz. “They expect us to do what we can to help.”
