How to Support Gen Z Employees in the Workplace

Gen Z employees are changing the workplace, and HR professionals have the chance to learn from them and adapt to their needs. At ADP’s 2024 Women@Work summit, a panel of experts from different generations shared their thoughts on how Gen Z views work, how their views compare with past generations, and how to support workers of all ages as workplace expectations evolve.

Gen Z workers are rapidly becoming a significant part of many workplaces. According to ADP Research, Gen Z employees make up a third of new hires and 16.9% of the total workforce.

During ADP’s annual Women@Work summit, a panel of experts discussed what Gen Z employees seek in today’s workplace and how organizations can respond. The panelists agreed that companies have strong reasons to understand what Gen Z employees want if they aim to attract and engage this talent pool.

“Gen Z is pushing many employers to rethink their strategies, philosophies, and policies to stay competitive. The reality is Gen Z has options and they’re not willing to settle,” says Jazmyn Mijuskovic, senior strategist at exaqueo.

Here’s an overview of the session’s key themes, including practical advice for HR leaders and managers.

Gen Z Employees Are Rapidly Growing into Management Roles

Gen Z workers are quickly becoming the dominant generation in many workplaces. According to ADP Research, Gen Z employees make up a third of new hires and 16.9% of the total workforce.

Career Growth Is the Number One Factor

Mijuskovic explains that in a study by exaqueo on what factors are most important to Gen Z workers, career growth tops the list. This is evident in the speed and trajectory at which they join the workforce and advance to leadership roles. It highlights the importance of clearly communicating with top talent and candidates about how your organization can support their career growth.

Organizations should ensure “they’re communicating those opportunities to Gen Z not just before they are hired but also reminding them while they’re working for you about how they can grow their careers here,” Mijuskovic explains.

Inclusion-Native Thinking Is the New Digital Native

While much has been said about millennials’ advantage with workplace technology as digital natives, the panelists note that Gen Z employees bring a different kind of advantage — the ability to navigate a world that prioritizes inclusion, adapts to a range of identities, and celebrates diversity.

“I’m not surprised by ADP’s research, which shows that Gen Z workers are being promoted at higher rates. Sure, as digital natives they tend to have excellent tech skills,” says Sterling Cruz-Herr, founder of TransClue. “But they’ve also been immersed in a broader worldview — enabled by social media — from the start. This translates to greater ease with diversity and more workplace potential.”

Empower Influencers in the Hiring Process

As organizations develop strategies to recruit Gen Z talent, it’s important to consider how the process may differ. Mijuskovic notes that Gen Z is more likely to consult their parents on employment options. However, all generations borrow from and value elements from prior generations. HR leaders should create tools that help inform and engage influencers throughout the hiring process and facilitate inter-generational mentoring and teams in the workplace.

“In talent acquisition, we often focus on the source of hire and not as much on all the sources of influence along the way. The relationships people have are important,” Mijuskovic says. This knowledge gives organizations an opportunity to effectively reach younger talent by resourcing their parents and other advisors creatively.

Purpose and Authenticity Are Crucial to Gen Z Employees

Cruz-Herr notes that Gen Z employees are more likely to be honest and direct with leadership, whether it’s about choosing employers that align with their values or openly addressing cultural challenges they want to see resolved. ADP’s Chief of Product Inclusion, Giselle Mota, adds that Gen Z talent knows they have many career options, including starting a business or becoming an influencer, so they are less likely to accept jobs or conditions that don’t fit them. This generation sees their potential to use their skills beyond traditional career paths.

The panelists observe that Gen Z workers have a strong desire to find meaningful work and a career path that aligns with their values, particularly human values. It’s a bonus if they find a company with similar values.

For HR leaders, this highlights the need to clearly articulate a company’s values and ensure the purpose and contributions of each role are evident throughout hiring and retention cycles. Authentically communicating what it’s like to work in your organization will help top talent find the alignment they’re looking for.

The Millentrepreneur