Gen Z in the workplace: Attracting and managing this demographic

Gen Z in the workplace

Until recently, the primary focus in HR has been on Millennials entering the workforce and how to help them transition into their careers. But now, Millennials are the biggest group at work, and many of them have moved into management positions. A new group of young people is stepping into their first jobs. Supervisors and company leaders have more questions surrounding managing Gen Z in the workplace every year. So, who are these young people? What do they want? How do you manage them? And how can your company make sure that it positions itself as an employer of choice for these job seekers?

Understanding Gen Z: Who are they and what shapes them?

Let’s start by looking at what we should call this new wave of job seekers and who they are. Gen Z, sometimes called “Zoomers,” are people born roughly between 1997 and 2012. This means the oldest are a few years into their careers, while the youngest are either just starting out or still a couple of years away from entering the workforce.

It’s tough to know exactly what a whole generation will be like. As people age, their priorities change. Plus, a generation has millions of different people, so big statements will always miss some details. That said, as technological, cultural, environmental, and political contexts change over time, so too do the people living through them. While young people of any generation share some common traits, each new group also brings something fresh because of the different world they grew up in.

Gen Z is no exception. They are both similar to and different from the generations before them. Employers and management need to understand both those similarities and differences. So, what is your strategic plan to effectively respond to Gen Z’s specific needs and preferences?

Workplace safety and training for Gen Z and new employees

Because young workers are often new to the job, they are at a higher risk of workplace injuries due to inexperience. If you have a few young employees at one time, it’s not enough to just follow the basic safety rules. Think about giving them specific health and safety training for young workers. This training should focus on their lack of experience and the common mistakes they might make. It should add to any safety training your company already has to do by law.

Having a clear young workers’ safety policy is also a good idea. This policy makes sure everyone – managers, HR, and older, more experienced staff – knows their part in keeping new workers safe. This policy should also come with a young and new workers orientation checklist. You should use this checklist when you bring a new young worker. It makes sure your new hires get all the vital information and guidance they need to work safely and feel confident from day one.

What does Gen Z want at work?

Like their predecessors, Gen Z can seem like a bundle of contradictions. They do not all think alike and can often have very different views on what they want in the workplace.

Entrepreneurship vs stability

On one hand, studies suggest that many plan to start their own business someday or already engage in self-employment, avoiding traditional jobs and career paths. This desire to be their own boss hints at wanting freedom and new ideas.

On the other hand, research also strongly shows that Gen Z grew up watching their parents and older siblings struggle during the Great Recession. This made them deeply concerned about their financial prospects and crave career stability and longevity. They’re smart about money and often don’t like taking risks regarding their finances. They look for steady jobs and clear ways to move up.

A need for upskilling and job variety

Another finding is that Gen Z seeks variety in their work. As a generation that grew up with endless information surrounded by constant diversion, they tend to look for novelty and change in their daily lives. They are daunted by the prospect of doing the exact same thing, all day and every day. They also like to teach and learn, and are hungry for new experiences and challenges in all aspects of their lives. Gen Z love to teach and learn, and they’re hungry for new experiences and challenges in all parts of their lives, including their jobs.

Using surveys to understand Gen Z

To truly get what they want and act on it, consider asking your young workers for short pulse surveys often, especially when they first join and then later on.

Quick and easy: Short surveys that don’t take much time.
Regular feedback: Get insights on how they’re feeling over time.
Identify concerns: Spot problems early and fix them.
Inform strategies: Use the data to improve your workplace plans for Gen Z.

These quick surveys are a great way to see how young employees feel, find out what’s working, and get helpful feedback. The info you gather from these surveys helps your company understand how everyone feels overall. This lets you change your workplace plans to better fit what Gen Z needs.

Meeting Gen Z’s needs and expectations in the workplace

Appealing to Gen Z is tricky. Research suggests they’re more distrustful of brands and establishments than Millennials and feel less dependent upon a job or career to define themselves. For Gen Z, work is important, but it’s just one part of a bigger life where they want to make a difference.

Be authentic with Gen Z hires

Companies should adjust their recruitment to focus on authenticity instead of a slick, polished campaign. Let future Gen Z workers see real employees talking honestly about their daily work lives—the good parts, the tough parts, and how they work together. This honest approach connects with a generation used to seeing unfiltered content online.

Demonstrate an honest and strong commitment to your larger community. Every organization, regardless of size and industry, is part of something more: an industry, a neighbourhood, a place. Beyond just individual experiences, Gen Z wants to know how their work helps a bigger, important cause. They expect to see you truly care about your community and want to know how their job fits in and helps the world around them.

Implement policies that show your commitment

Use a corporate social responsibility policy to not only make your commitments explicit, but also as a demonstration to prospective employees that you recognize the role you play in your community. Further, you can enable employees to take approved time off to perform volunteer work by implementing a Volunteer Policy (Paid Day Off).

How can you effectively communicate with Gen Z employees?

Gen Z wants you to talk to them in the ways they like best. Thankfully, this doesn’t mean keeping up with the latest social media slang. Simply communicating through multiple channels can be effective.

Use in-person conversations over digital communication

Though one might expect Gen Z, with their ever-present smartphones, to always prefer electronic, text-based communication, studies and real-life examples reveal otherwise. While quick or normal messages are great for email, texts, or instant messages, Gen Z recognizes that some information is best conveyed by voice or in person and is not only comfortable with non-digital communication but prefers it in specific contexts.

When to use which communication method

Email, text, chat apps: Great for brief updates, routine info, or quick questions.
In-person or video calls: Better for complex instructions, important feedback, difficult conversations, or brainstorming. These methods allow for:
- Clearer understanding
- Immediate questions and answers
- Reading body language and tone of voice

If you are uncomfortable with this type of interaction, consider introducing training around difficult conversations with employees.[1]

Ask them what they prefer

The main thing is to be flexible and work together. Reach out to your youngest employees in various media and let them collaborate with you to find what works best and when. More importantly, ask them what works best and when. Ask them what their favorite ways to communicate are for different kinds of information. This team effort doesn’t just help information flow well; it also shows you respect what they like and makes them feel safe to be themselves.

Bringing Gen Z into your team successfully

Gen Z has already entered the workforce, and millions more are coming. While there will surely be differences and challenges in managing them compared to older colleagues, it’s key to view these not as big problems, but as chances for your company to grow and try new things.

Successfully bringing Gen Z into your team relies on a plan that looks at a few main points:

1. Education for your team

Keep teaching your current team, especially managers and team leaders, about what makes Gen Z different, what makes them want to work, and how they like to communicate. Giving them:

Workshops
Resources
Open chances to talk

can make this generation easier to understand and build more care and respect.

2. Opportunities for exposure

Create chances for different generations to work together.

Mentorship programs: Older workers can guide younger ones.
Reverse-mentorship: Let Gen Z teach older colleagues about digital tools or new trends.

This helps break down old ideas and builds stronger teams that stick together.

3. Great experiences for Gen Z

Make job roles and work settings that fit Gen Z’s desire for variety, learning, and purpose. Offer:

Rotational assignments: Let them try different tasks.
Cross-functional projects: Work with different teams.
Clear growth paths: Show them how to move up and learn new skills.
Regular, helpful feedback: Give them chances to learn quickly, as this group values getting better constantly.

4. A welcoming environment

Build a workplace culture that is real, open, and cares about society. This includes truly caring about:

Diversity, equity, and inclusion
Being good to the environment
Helping the community

A workplace where Gen Z feels safe speaking up, valued, and genuinely being themselves will be very important for them to stay with you for a long time.

Top tips for getting and keeping Gen Z talent

To summarize, getting and keeping Gen Z workers means understanding, changing your ways, and genuinely caring.

Here are the simple, yet practical tips for employers:

Be authentic and open: Gen Z wants honesty. Show them your company’s authentic culture through employee stories, clear communication, and genuine commitment to your values.
Care about purpose and society: Don’t just focus on money. Gen Z wants to work for companies that truly matter and help society.
Invest in good health and safety: Gen Z hires are more likely to get hurt. Provide specific safety training for young workers and use checklists to make sure they work safely.
Use various communication methods: Gen Z prefers multiple communication methods. Use texts and emails for quick exchanges, but use in-person or video calls to talk and provide feedback.
Understand what they really want: Gen Z wants both steady money and long careers. Offer clear ways to grow, different projects, and chances to learn new skills.
Give regular feedback: Gen Z loves getting regular, helpful feedback and chances to learn skills. Do quick surveys and frequent check-ins to see how they feel and change your plans as needed.
Create a safe and welcoming space: Make a place where Gen Z feels safe speaking up, asking questions, and sharing their unique ideas without fear of judgment.
Use their tech savvy: Tap into their natural digital skills. Let them lead projects to make things better with tech, make things run smoother, and bring fresh, new ideas to your company.

Get help developing Gen Z talent

Navigating the unique needs of Gen Z employees might seem like a lot to handle, but you don’t have to do it alone. Citation Canada is here to make building a thriving, compliant, and appealing workplace for the next generation of talent easier. By partnering with Citation Canada, you get more than just tools; you get the confidence that your business is prepared for the future of work. We help you create a workplace where Gen Z not only joins but thrives, leading to a more productive and innovative team.

Attracting and managing Gen Z in the workplace