💛 What Gen Z Really Wants at Work

Hello & Happy Thursday!

There’s nothing society loves more than to pile stereotypes on each generation.

Currently, it’s Gen Z’s turn. This generation has gained a reputation for disengagement (see: quiet quitting, bare minimum Mondays, productivity theater), but their desires aren’t all negative, they’re just different.

That said, I can absolutely confirm that these differences are not going unnoticed - especially by millennial managers. Things I’ve heard or been asked include:

→ “It’s so clear that my (Gen Z) team member is multitasking while we are on client calls. If it’s obvious to me, it’s obvious to the client!”

→ “One of my (Gen Z) employees doesn’t even hide the fact that they have a side hustle! I just know that it’s impacting their day-to-day work here…but I can’t prove it.”

→ “We’ve had multiple urgent client projects come in the last few weeks, but my (Gen Z) direct report refuses to put in longer hours or work over the weekend. Instead, I end up picking up the slack and it’s causing and ton of resentment on my end.”

These aren’t stereotypes. They’re real scenarios that stem from having a multi-generational workforce, each of whom grew up with different information, beliefs, and societal realities. It’s these differences that drive the real pain - especially when we don’t spend time understanding the why behind our coworkers behaviors.

Which brings me to the foundational question: what matters to Gen Z employees?

To help answer that question, we dug into the data, specifically, recent reports from Deloitte, Gallup, and UKG, which together reflect insights from nearly 250,000 people across the globe. We sorted through the findings to highlight what Gen Z cares about most and what you, as a manager or People Ops leader, can do to meet them where they are.

We’ve distilled everything into four key themes plus a set of five thoughtful questions you can use to go deeper with the Gen Z employees on your team. These conversations are a great first step toward understanding their needs and building the kind of workplace where they want to stick around.

Yours in caring for our employees’ unique needs,

Jill

Setting the Stage

Before we jump into the insights, let’s get aligned on who we’re talking about.

There’s some debate about when Gen Z officially begins, but for this newsletter, we’re using the Pew Research Center’s definition: people born between 1997 and 2012. That means your Gen Z employees are currently ages 28 and younger, with most already well into their early careers.

It’s also worth remembering that many Gen Z professionals entered the workforce during the COVID-19 pandemic. They started their careers during a period of major global disruption, which sparked big questions about what role work should play in life. On top of that, the shift to hybrid and remote work environments has fundamentally changed what the “workplace” even looks like, making their early experiences wildly different from those of Millennials or Gen X.

Last (but certainly not least) Gen Z is the first generation to grow up as digital natives, with access to an entirely different ecosystem of on-demand jobs and side hustles. It’s a WHOLE lot easier to stand your ground at work when you believe (accurately or not) that a variety of different opportunities are at your fingertips.

So while it may be tempting to compare Gen Z’s early career behaviors to your own, this isn’t exactly an “apples to apples” situation.

As you read through the insights that follow, we encourage you to think about the Gen Z employees on your own team. When we view large amounts of data, it can be easy to forget we’re talking about real people, not trends or tropes. Consider how you’ve seen these patterns show up in your own workplace. How do these data points align (or conflict) with the conversations you’ve had?

That’s why instead of a checklist of actions to take, we’re providing you with a series of questions to ask your Gen Z team members to understand them better. Take everything that you learn here — and then go start real conversations with real employees and see how you can understand them, their needs, and their wants better.

Alright, now that we’re all on the same page… let’s dig in.

#1: They want to learn, but need your help

Let’s start with a common misconception: that Gen Z isn’t ambitious.

In Deloitte’s global survey, only 6% of Gen Z respondents said their career goal is to reach a leadership position. That might sound like a lack of drive to other generations, but it’s actually a reflection of changing priorities. Gen Z still cares deeply about learning and growth, but they’re less likely to tie their success to job titles or climbing the corporate ladder. For them, personal development and work-life balance matter just as much, if not more, than prestige or promotion.

The problem? While Gen Z employees are eager for mentorship and meaningful development, many managers are overwhelmed. Most spend their time managing urgent tasks, solving problems, and handling administrative work. Coaching and career conversations often fall by the wayside.²

That disconnect between what younger employees want and what their managers have time to offer can erode trust and stall growth.

But the good news? It’s a fixable problem with the right structure and support.

→ Diving Deeper: Questions to Ask Gen Z Employees

1. What is one aspect of your role you would like more help or coaching with?

2. Are there any projects you’d really like to work on if you were given the opportunity?

3. If there was one thing I could do differently to support you, what would it be?

4. What information do you wish you had more of?

5. What is a mistake you’ve made recently and what did you learn from it?

#2: They’re Worried about Money

Let’s be real: entering the workforce right now is tough.

Many Gen Z employees launched their careers during a global pandemic, and now they’re navigating inflation, high living costs, student debt, and fears about how AI could replace entry-level roles. It’s a lot to carry, especially early in a career.

According to Deloitte, 48% of Gen Z say they don’t feel financially secure, and those struggling with cost-of-living concerns report significantly lower happiness overall.² That’s likely why so many are turning to side hustles. One in three Gen Z workers has a side gig, and 37% of those say it’s because they need the extra income to get by.

This financial strain is deeply tied to workplace wellbeing. If employees are worried about paying rent or affording healthcare, they’re not going to be fully present or engaged at work.

Unfortunately, some leaders still see financial wellbeing as “not the company’s responsibility.” But today’s employees, especially younger ones, expect more holistic support.

Financial security is foundational. If your employees don’t feel stable, everything else (e.g., engagement, retention, performance) starts to crumble.

→ Diving Deeper: Questions to Ask Gen Z Employees

1. Are there any parts of your compensation or benefits package that feel confusing or unclear?

2. Do you feel confident in your understanding of the financial benefits we offer, like health insurance, retirement plans, or wellness stipends?

3. Is there anything about your current role or responsibilities that you believe is out of sync with your compensation? If so, what are you basing that belief on?

4. Are there workplace perks or resources that would make a meaningful difference in your day-to-day life?

5. Do you know how to access any financial education or planning tools available through the company?

#3: They Want Meaning (at work or elsewhere)

For Gen Z, work isn’t just a way to earn a paycheck—it’s a reflection of their values, identity, and aspirations. According to Deloitte, 89% of Gen Z say that having a sense of purpose at work directly impacts their motivation and engagement.²

But here’s where it gets nuanced: “purpose” doesn’t always mean saving the world or working for a mission-driven nonprofit. It can mean doing work that feels meaningful to them personally—whether that’s solving problems, learning new skills, building community, or seeing the tangible results of their effort. Sometimes, it’s as simple as enjoying the work they do or feeling proud of the impact they’re making.

When that sense of meaning is missing, Gen Z doesn’t stick around.

• 40% have left a job because it lacked purpose

• 40% have turned down a project, assignment, or employer based on misalignment with their personal ethics or beliefs

• 31% plan to leave their current employer within the next two years

For many Gen Z employees, if they can’t find meaning through their work, they’ll prioritize roles that give them enough time and energy to find it outside of work. That could mean a job with better work/life balance, more flexibility, or just less stress—so they can pursue what matters to them in their personal lives.

In short: if your workplace isn’t helping them connect to a sense of purpose, it needs to at least give them the space to find it elsewhere.

→ Diving Deeper: Questions to Ask Gen Z Employees

1. What are your main motivators currently (e.g., growth, impact, purpose, advancement, money, recognition)?

2. Is your role aligned to your top passions and interests? If not, how can you incorporate your passions and interests more into your role?

3. What boundaries do you need to set more of to get your needs met? Is there a specific person you need to set them with?

4. What are you looking forward to most at work or in life? What’s energizing you these days?

5. Are you able to take adequate time to rest and recover from work? Do you feel comfortable taking time off when you need it?

#4: ❤️ Mental Health Matters

Gen Z’s expectations around mental health are shifting the way everyone thinks about work — and we view that as a good thing!

According to UKG and Gallup:

• 60% of employees say their job is the biggest factor in their mental health

• 81% would prioritize mental wellbeing over a high-paying job

• 64% would take a pay cut for better mental health support

Gen Z’s mental wellbeing is also significantly lower than that of Millennials.⁵ That’s not just a stat, it’s a signal that the old ways of working aren’t working for everyone.

And while most managers have good intentions (90% say they create safe spaces for open communication) only 64% of employees agree.³ Another third say their manager doesn’t understand the impact they have on team mental health. That disconnect can lead to silence, burnout, and disengagement.

The truth is: we spend more of our waking hours at work than anywhere else. Of course our jobs influence our mental health. And Gen Z isn’t asking for perfection, they’re asking for acknowledgment, honesty, and real support.

Supporting mental wellbeing isn’t about adding a new company-wide initiative, it’s about building a culture of empathy, safety, and shared responsibility.

→ Diving Deeper: Questions to Ask Gen Z Employees

1. Are there any parts of your job that consistently feel overwhelming or draining?

2. Do you feel comfortable speaking up when something at work is impacting your mental health?

3. What helps you feel supported on tough days?

4. Are you taking advantage of any mental health or wellness benefits we offer? If not, is there a barrier I can help remove?

5. Are there certain types of work or communication styles that feel particularly helpful, or harmful, to your wellbeing?

One Final Note

There’s a popular myth that Gen Z has “no loyalty” to their employers.

In reality, we haven’t lost employee loyalty - what we’ve lost is the old social contract.

This Fast Company article brings up an interesting thought: Companies once bought long-term engagement with pensions, stock plans, and career stability. When that era ended, many employers forgot to replace it with something meaningful. And employees, especially younger ones, responded by prioritizing what matters most to them.

That’s not disloyal. That’s honest.

As you reflect on these insights, ask yourself: How are we evolving to meet this moment? And how can we support this next generation, not just to perform, but to thrive?

Because whether we’re ready or not, Gen Z is already reshaping the future of work.

Training for the Modern Manager

We’d be remiss not to shout out Training for the Modern Manager curriculum, as inquiries from managers across a variety of our clients were the initial driver of this week’s topic.

If you’re looking for a new, accessible approach to management training, you can learn more about our program here or find time to connect with me 1:1 here.

Things We’re Loving Right Now

A manifesto for everyone on the edge of burnout. “You showed up when no one else did. You swallowed your rage to keep the team “aligned.” You turned chaos into clarity—while bleeding out behind the scenes.” Sound like you? Find comfort in this read.

This guide to inviting more experimentation in your culture. Our friends at the Experience Institute are sharing their favorite ways to build a culture of experimentation, without waiting for permission.

Resources for building a custom GPT. If you’re feeling overwhelmed with all the talk on “custom GPTs”, this resource center is a great place to start. We’ll be adding their podcast recs to our “want to listen to” list immediately.