what do gen Z really want in an employer blog header (1)

What Does Gen Z Really Want in an Employer?

What Does Gen Z Really Want in an Employer?

As the latest generation steps into the workforce, it’s clear that Gen Z has its own set of expectations and needs, quite different from the generations before them. So, what exactly does this generation look for in an employer? Based on a recent Gallup study, we’ve gathered some key insights to help you understand what Gen Z truly wants at work.

We’ve even asked some of our Gen Z employees to tell us what they want in an employer, so you can hear it straight from the mouths of the people setting these standards. Pens and papers at the read? Let’s go…

The overview of needs

overview of needs

Flexibility
Gen Z values a balance between in-person interaction and remote work, favouring a hybrid model for a healthier work-life balance.

Resources and support
They want the necessary resources and empathetic managerial support to perform their jobs effectively and reduce stress.

Meaningful work
Gen Z seeks purpose-driven work that aligns with their personal values and passions, feeling seen, heard, and valued.

Skills and development
They are keen on growth opportunities and training in essential skills to advance in their careers and become effective leaders.

Employee engagement
Feeling engaged at work is crucial for Gen Z, as it boosts job satisfaction and productivity, making them feel connected to the company’s mission.

Work-life balance
Respect for personal time is vital, with Gen Z valuing employers who acknowledge and support a healthy work-life balance.

Flexibility

First off, let’s talk about flexibility. Gen Z highly values a balance between in-person interaction and remote work. Sure, working from home is great, but too much of it can make people feel a bit isolated. 

A hybrid work model, blending office and remote work, seems to hit the sweet spot for this generation. Offering flexible working schedules and locations is another perk that resonates with them, promoting a healthier work-life balance.

“HR leaders need to proactively adapt to the changing landscape of work by implementing effective hybrid work policies, addressing concerns, and fostering a supportive culture. By doing so, they can position their organisations for success in the new era of work.” – Georgie Brown – People Scientist at Hive

Curious to learn more about creating a thriving hybrid work environment? Check out even more tips from People Scientist, Georgie Brown

Gen Z’ers Beth Halliday, our Content Marketing Manager, and Bettina Bonello Ghio, People Scientist here at Hive, talk about the importance of flexibility in their job role.

quote about what beth halliday content marketer at hive wants from an employer
what do gen Z really want in an employer - Bettina

Resources and support

Imagine trying to do your job without the right tools or support—frustrating, right? Gen Z feels the same way. 

They want to have all the necessary resources to do their job effectively, which helps reduce stress and dissatisfaction. They also value managers who are supportive and empathetic, addressing their wellbeing and personal needs. 

They look for leaders who can inspire hope and provide a clear vision for the future. They’re not looking for bosses from an episode of Mad Men. And who can blame them, right? 

 

Here are some ways managers can support Gen Z employees:

  • Provide essential tools and resources: Ensure they have what they need to perform their tasks efficiently.
  • Offer regular feedback: Give constructive feedback and recognise achievements to keep them motivated – this can be done through recognition tools. 
  • Be empathetic and supportive: Address their personal needs and wellbeing, showing that you genuinely care.
  • Inspire and motivate: Share a clear vision for the future and how their work contributes to it.
  • Encourage professional growth: Support opportunities for learning and career development.

 

Top tip! Tools like Hive Fives, where peers and leaders can recognise employees’ efforts can help to build their confidence and motivate people to keep striving for excellence everyday.

For a deeper understanding of how managers’ support can help individuals thrive at work, check out the blog below. It covers effective leadership can sculpt the performance of their teams

Meaningful work

For Gen Z, a job is much more than just a paycheck. This generation is driven by a deep desire for purpose and meaning in their work. They seek roles that not only offer financial stability but also align with their personal values and passions. They want to feel that their work contributes to something greater, and they need to see that their efforts make a tangible impact. Being seen, heard, and valued within their organisation is crucial for them.

Gen Z is looking for an Employee Value Proposition that resonates with their ideals—whether it’s a commitment to social responsibility, sustainability, or innovative thinking. They want to work for companies that embody the values they care about and offer opportunities for personal and professional growth. For them, a fulfilling job is one where they can grow, contribute meaningfully, and be part of a community that genuinely values their unique perspectives and contributions.

I thrive in environments that challenge me to grow and reach my potential. I’m also naturally curious, so having the freedom to try new things and find better ways to do things is also key to feeling like I make a real impact at work.” – Beth Halliday – Content Marketing Manager

Need help crafting a powerful Employee Value Proposition? Check out our step-by-step blog for some great tips. 

Skills and development development and growth opportunities are crucial for Gen Z. They are keen to be coached and trained in essential skills like communication, strategy, and organisation. They understand that to climb the career ladder, they need to be equipped with the right skills. 

“I find the ability to grow professionally in my career and take on more responsibility to develop and progress is something I look for in an employer.”Bettina Bonello Ghio, People Scientist 

Gen Z also expects their managers to be empathetic and focused on wellbeing, which means they too want training on how to support and connect with their team effectively when they step into leadership roles. 

Skills and development development and growth opportunities are crucial for Gen Z. They are keen to be coached and trained in essential skills like communication, strategy, and organisation. They understand that to climb the career ladder, they need to be equipped with the right skills. 

“I find the ability to grow professionally in my career and take on more responsibility to develop and progress is something I look for in an employer.” – Bettina Bonello Ghio, People Scientist 

Gen Z also expects their managers to be empathetic and focused on wellbeing, which means they too want training on how to support and connect with their team effectively when they step into leadership roles. 

Here’s how organisations can meet these expectations:

  • Empathy and wellbeing training: Offer training programs for managers that focus on emotional intelligence, active listening, and effective communication. This helps them connect with their team members and address their personal needs with sensitivity.
  • Wellbeing programs: Implement comprehensive wellbeing programs that include mental health resources, stress management workshops, and access to counselling services. Encourage managers to promote these resources and lead by example.
  • Flexible work arrangements: Provide options for remote work, flexible hours, and other accommodations to help employees balance their personal and professional lives. Managers should be trained to support and manage these arrangements effectively.
  • Regular check-ins: Encourage managers to conduct regular one-on-one meetings with their team members to discuss not just work progress but also their personal wellbeing and career aspirations.
  • Leadership development: Invest in leadership development programs that teach new managers how to foster a supportive and inclusive environment. This should include training on how to give constructive feedback, recognize achievements, and support career growth.
  • Feedback mechanisms: Create channels for employees to provide feedback on their managers and the support they receive. Use this feedback to continually improve training and support programs. Always-on listening, employee voice platforms, surveys, 1-2-1’s, peer-to-peer recognition, town halls are all great ways to give feedback to your people.)

Employee engagement

We all know that higher employee engagement leads to a happier, more productive workforce. For Gen Z, feeling engaged at work is a top priority. They seek an environment where their contributions are genuinely valued and where they feel a strong connection to the company’s mission. 

When employees are engaged, they experience lower stress levels, higher job satisfaction, and a greater sense of fulfilment. Gen Z doesn’t want to be just another number in a spreadsheet; they want to be part of a team where their efforts make a real impact. 

Engaged employees are more likely to be enthusiastic, take initiative, and invest in their roles, ultimately driving success and innovation within the organisation. By fostering an environment that promotes engagement, organisations can harness the full potential of their workforce, leading to better outcomes and a more positive workplace culture.

Work-life balance

Respect for personal time is a crucial aspect of work-life balance that resonates strongly with today’s workforce. For many employees, especially those with demanding lives outside of work, it’s essential that their personal time is valued and respected. A workplace that continually expects employees to sacrifice their free time without appropriate compensation or recognition can lead to frustration and disengagement. 

When an organisation shows genuine respect for employees’ personal time, it fosters a more positive and cooperative atmosphere. Employees who feel their time is valued are more likely to be willing to contribute extra effort when needed. Creating a culture that acknowledges and supports work-life balance not only enhances employee satisfaction but also promotes a more engaged and motivated workforce.

Sam Connolly quote

Ready to create a Gen Z workplace?

At the end of the day, Gen Z isn’t asking for the moon. They want a workplace that offers balance and flexibility, the right resources and support, meaningful work, opportunities for growth, and empathetic leaders. By focusing on these areas, employers can not only attract but also retain Gen Z talent, creating a vibrant and dynamic workplace for the future.

So, are you ready to meet the needs of Gen Z and build a workplace that thrives? Let’s get started!

Table of Contents

Related posts
why confidentiality differs in onboarding and exit surveys blog header (1)

Why Confidentiality Differs in Onboarding and Exit Surveys

Read more
5 inspiring examples where employee feedback fuels successful change blog header (1)

5 Inspiring Examples Where Employee Feedback Fuels Successful Change

Read more
how to retain employees after an organisational change blog header

How to Retain Employees After an Organisational Change

Read more