Give Gen Z a Meaningful Workplace

• Purpose: A 2023 Gallup-Walton Family Foundation Voices of Gen Z study found that the most influential driver of Gen Z's happiness is their sense of purpose at work or school. So when discussing work responsibilities with Gen Z employees, widen your lens. Describe how their roles support corporate strategy and contribute to team and company achievements. What does your company offer? Why does it exist? What does it provide to the world? Make sure Gen Z employees understand the big picture and their part in it.
• Values: Gen Z is values-driven. According to a 2022 Adobe study of Gen Z college students, 92 percent of respondents say they would consider brand reputation before applying or interviewing for a job. While a sense of purpose relates to what you do, values are about how you do it. Instead of filling your recruiting material with marketing jargon, showcase testimonials that allow employees and interns to share their actual workplace experiences.

• Diversity and inclusion: A 2022 RippleMatch survey found that Gen Z prioritizes an employer’s commitment to D&I. To support D&I efforts that go beyond lip service, begin with a frank assessment of your organization’s level of readiness. This data will help you create a D&I strategy that meets your company where it is now, and provides resources that support a realistic path to change.

• Collaboration: Since Gen Z grew up with social media and online collaboration tools, they have a more egalitarian worldview than other generations. Collaboration, teamwork and communication matter more to them than hierarchy, titles and tenure. Provide formal and informal opportunities for younger employees to express opinions, share ideas and ask questions, so they feel heard and valued. Assign tasks and projects to encourage team members to brainstorm, problem-solve and design solutions together.

• Mental health and work-life balance: Many Gen Zers got their first jobs during the pandemic, so their first experiences in the workforce were chaotic, uncertain and stressful. It’s no surprise then that the 2023 Gallup-Walton Family Foundation Gen Z survey found that only 47 percent of respondents report meeting the thriving threshold — far below the levels reported by other generations (millennials: 59 percent; Gen X: 57 percent; and baby boomers: 52 percent). Promote health and wellbeing programs and benefits — for example, flexible scheduling, remote work, mental health days, behavioral health services — and make sure these resources are easily accessible.

While transforming your company to better engage Gen Z employees can be challenging, this investment is likely to yield long-term benefits. Offering a more inclusive, people-centric, high touch and values-based work experience will help you attract not only Gen Z employees, but also talent from all generations.