Generation Z in the workplace: 5 essential insights for employers.

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They are digitally savvy, critical and consciously choose employers that match their values: Generation Z is rapidly entering the job market. But what do they actually expect from an employer? And how do you ensure that your organization remains attractive to this ambitious group of talent?

In this blog, you'll discover 5 concrete tips for responding to the needs of Generation Z. From flexibility and personal development to transparency and technology, these strategies will not only help you attract young talent, but also ensure they stay.

What makes Generation Z different from previous generations?

Generation Z (born between 1997 and 2012) has grown up in a world of technological progress, climate change and economic uncertainty. They have a different view of work than previous generations such as millennials or Generation X. For them, work is not only a means to earn money, but also a way to develop themselves and contribute to social impact.

What characterizes generation Z

They are digitally connected and expect flexibility in workplace and time.

They value meaning and the social impact of their work.

They have a strong desire for autonomy and development.

They communicate directly and expect openness from their employer.

They are used to quick feedback and immediate results.

To attract and retain Generation Z, it is essential to understand what motivates them and how employers can respond.

What Generation Z expects from an employer

Flexibility and remote working are the norm
A 9-to-5 mentality? That doesn't belong to Generation Z. These young professionals expect flexibility in their working hours and workplace. They want to decide when and where they are most productive, without sacrificing collaboration.

How do you capitalize on this?

Offer hybrid working as a default option.

Give employees more autonomy over their schedules and work rhythms.

Invest in digital tools that enable remote collaboration, such as Microsoft Teams, Slack or Asana.

Provide clear communication and structure so that remote employees remain as engaged as they are in the office.
Flexibility means not only working from home, but also the freedom to better balance work and personal life.

2. Learning and development is number one
Research shows that 76% of Generation Z want to continue to develop themselves continuously (MT/Sprout, 2024). They expect their employer to help them do this. Static, one-time training sessions are a thing of the past; this generation wants continuous access to knowledge and skills.

How do you capitalize on this?

Offer personalized learning lines and digital training that match their ambitions.
Make learning accessible and flexible with microlearning and on-demand content.

Integrate gamification into learning programs to increase engagement and motivation.

Provide a mobile learning experience so that training is accessible anytime, anywhere via smartphones and tablets.

Foster a culture of growth and feedback, where employees are encouraged to continually develop themselves.

Use modern learning platforms that give employees the flexibility to determine their own learning path.
An organization that facilitates continuous learning is more attractive to young talent and has a stronger internal development culture.

A corporate culture based on inclusion and impact
Generation Z doesn't just work for a salary; they want to feel connected to an organization's values and mission. They expect an inclusive, diverse and socially conscious work environment.

How do you capitalize on this?

Make sure your corporate culture is authentic and inclusive.

Communicate openly about your impact on sustainability and diversity.

Involve employees in community projects and initiatives, such as volunteering or sustainable business practices.
Generation Z wants to work at companies that look beyond profits and also take responsibility for their social and environmental impact.

Transparency and open communication
Generation Z is used to direct communication. They want to know how a company operates and expect openness about policies, performance and future vision.

How do you capitalize on this?

Make leadership accessible and approachable.
Young employees want to know where they stand and are looking for an employer who involves them in decisions.
Encourage an open feedback culture where employees are heard.

Technology as the foundation of the workplace
This generation has grown up digital and expects technology to support them in their work. Slow systems, clunky processes and outdated tools create frustration.

How do you capitalize on this?

Provide a seamless digital work experience with modern tools.

Automate administrative tasks so employees can focus on their core tasks.

Use AI and data analytics to make work processes more efficient.
Technology should not only be present, but also intuitive and user-friendly.

How generations Z and businesses are mutually reinforcing

Generation Z is a valuable asset to the labor market. They not only bring technological skills and a fresh perspective, but also help companies become more agile and innovative. Investing in a workplace that matches their expectations benefits not only Generation Z, but also the organization itself.

Companies that commit to flexibility, development and a strong company culture see higher employee satisfaction and lower turnover. This is not only beneficial for attracting new talent, but also for retaining current employees.

How SkillsTown helps attract and retain generation Z

Being an attractive employer for Generation Z means investing in flexibility, development and a strong corporate culture. SkillsTown helps organizations with digital learning solutions that address the learning needs of this new generation.

With SkillsTown Inspire, you offer employees access to a wide range of digital training, microlearning and personalized learning lines. This gives employees the freedom to learn at their own pace and according to their own interests.