Gen Z is here: How to future-proof your workplace for the next generation

You know those horrific social media posts that tell you that, in 6 years, the 80s will be fifty years ago, or charmingly inform us that Madonna’s “Holiday” was released closer to World War II than to today? Well, I’m afraid I’m opening with something a bit like that…

Next year, Generation Z (those born somewhere roughly between 1997 and 2012) is projected to make up a whopping 27% of the workforce globally. And by the end of the decade? They'll be about a third of it.

It goes without saying that, as Baby Boomers retire and Generation X advance in their careers, the proportion of Millennials and Gen Z in the workforce is increasing. But Gen Z’s entry into the workforce is particularly significant, as these digital natives are bringing new expectations to the office, from technology and flexibility to social impact and feedback.

Here’s a quick Guru Top Five guide to what they’re looking for:

1. Constant feedback and clear communication

Yes, Gen Z grew up with smartphones practically glued to their hands, but guess what? They still crave meaningful human interaction at work. They’re all about learning and improving, which means they want regular feedback — not just an annual performance review. In fact, according to research by EY, a gigantic 97% of Gen Z are receptive to receiving feedback “on an ongoing basis or after completing a task”. Waiting to give some stale platitudes or non-specific pleasantries in the old Annual Appraisal will have your freshest talent updating their LinkedIn before you’ve finished your afternoon coffee.

To hammer this home, the State of Gen Z report screamed that two-thirds of Gen Z workers “need feedback from their supervisor every few weeks or more to stay in their job”.

And it’s not just about you giving feedback — they want to be heard, too. Think pulse surveys, casual “My Time” meetings with leaders, and digital two-way comms tools that let them share their thoughts easily. The more collaborative and open your communication, the happier your Gen Z team will be!

2. Flexibility is everything

It’s no secret that Gen Z values flexibility. They really value it. According to ADP, a whopping 70% of Gen Z say they’ll look for another job if their current employer wants them in the office full-time. But here’s the catch: they also want to make friends, network, and be mentored. So, they’re all about hybrid work models — a blend of remote and in-person.

A next-gen comms strategy is, therefore, key. Don’t sweat it if you’re not sure which tools are best — a communications expert can help you figure out the right setup.

In short, Gen Z values flexibility in where and how they work, favouring remote or hybrid models and they seek employers who respect boundaries and allow for a healthy work-life balance.

3. Learning and career development

Gen Z is hungry for growth. They’re often just starting their careers, and they want to learn the skills they need to thrive. NSHSS report that two-thirds of Gen Z workers want to work at companies where “they can learn skills to advance their careers”. If you want to keep them around, you’ll need to offer mentorships, skill-building programs, and opportunities for them to explore different roles and departments.

Ignore this at your own peril, because, as we know, Gen Z is not afraid to jump ship if they feel stuck!

4. Tech integration

No surprise here: having grown up with technology, Gen Z expects their workplace to run on seamless digital systems. It's not just tools for communication, collaboration and connection either, though these are of course hugely important. They don’t want to waste time on mundane tasks that could be automated — they want to be doing meaningful, creative, and strategic work. They’re drawn to companies that use the latest tech to solve problems, encourage innovation, and maybe even save the planet (sustainability is a big deal for them).

Employers who don’t embrace tech? Well, they’ll find their Gen Z talent heading for the door.

5. Purpose-driven work & DEI

For Gen Z, it’s not just about the pay — they want their work to mean something. If your company has a clear mission and values that align with theirs, you’re golden. If not? They’ll be out the door faster than you can say “corporate values.”

Communicating your business vision and strategy is more important than ever if you want to appeal to the pick of the Gen Z crop. Not only are Gen Z already more willing to change jobs than their Millennial counterparts, but they’re also willing to change career paths entirely if it means they find a position that better suits their interests or values.

Diversity, Equity, and Inclusion (DEI) is also a top priority for them. 83% of Gen Z say that a company’s commitment to DEI is a big factor in choosing where to work. And it’s no wonder — this generation is the most diverse yet, with nearly half identifying as part of an ethnic or racial minority, not to mention their diversity in gender and sexual identities.

On top of that, mental health matters. Gen Z expects their employers to take mental wellness seriously, offering programs, resources, and policies that reduce burnout. Stress-conscious work environments are non-negotiable for them. These guys are starting as they mean to go on by placing significance on this right from the off. As they should!

So, if all of this sounds a little overwhelming, don’t panic! A quick comms health check can give your workplace a refresh. A painless audit of your systems and setup can help you stay in sync with this tech-savvy, feedback-hungry, purpose-driven generation. After all, they’re the future of the workforce —s o why not set yourself (and them) up for success?