Gen Z in the Workplace: What Employers Need to Know in 2025

Who is Gen Z?

Generation Z includes anyone born between 1997 and 2012, making them roughly 13 to 28 years old in 2025. The oldest Gen Z workers are now entering their late twenties, moving into mid-level positions and beginning to shape workplace culture in significant ways.

This is the first truly digital-native generation. They have never known a world without smartphones, social media, or instant access to information. They grew up during economic uncertainty, witnessed the Great Recession impact their families, and experienced the COVID-19 pandemic during critical developmental years. These experiences created a generation that is pragmatic, adaptable, and skeptical of traditional career paths.

What Gen Z Wants from Work

Flexibility is Non-Negotiable

For Gen Z, flexibility is not a perk but an expectation. They saw older generations burn out from rigid office schedules and do not want to repeat that mistake. Gen Z expects the option to work remotely, flexible hours, and trust from employers to manage their own time.

This does not mean Gen Z is lazy or uncommitted. They will work hard and deliver results, but they want to do it on their own terms. They judge productivity by output, not hours logged in an office. Requiring them to be in the office from 9 to 5 when their work could be done remotely feels arbitrary and controlling.

Mental Health Matters

Gen Z is more open about mental health than any previous generation. They expect employers to provide mental health support, reasonable workloads, and understanding when they need time off for mental health reasons. They will not sacrifice their wellbeing for a job, no matter how good the opportunity seems.

This generation sets boundaries that older generations might view as entitled. However, Gen Z sees these boundaries as healthy and necessary. They watched Millennials burn out from hustle culture and decided that approach was not sustainable. They would rather earn less and maintain their mental health than climb the ladder at the expense of their wellbeing.

Authenticity Over Corporate Polish

Gen Z can spot inauthenticity instantly. They grew up consuming content from real people on YouTube and TikTok, not polished corporate messaging. They want employers to be genuine about company culture, challenges, and values. They appreciate transparency and honesty over corporate spin.

This means traditional corporate communication styles often fall flat with Gen Z. They prefer casual, direct communication over formal memos. They want to know the real story, not the sanitized version. Companies that try too hard to seem cool or use forced slang will be called out immediately.

Purpose and Values Alignment

Gen Z wants their work to mean something. They want to work for companies whose values align with their own, particularly around social justice, environmental sustainability, and ethical business practices. They will research companies thoroughly before accepting offers and will leave if they discover the company does not live up to its stated values.

This generation is skeptical of corporate social responsibility initiatives that seem performative. They want to see real action and accountability, not just Pride month logos or diversity statements that are not backed by actual change. Gen Z will call out hypocrisy publicly and without hesitation.

How Gen Z Communicates

Digital First, Always

Gen Z prefers digital communication over face-to-face meetings or phone calls. They are comfortable with Slack, Teams, Discord, and other messaging platforms. They expect quick responses and prefer asynchronous communication that allows them to work on their own schedule.

However, Gen Z still values meaningful in-person connection when it serves a purpose. They appreciate face-to-face meetings for brainstorming, relationship building, or complex discussions. But they see little value in mandatory office attendance just for the sake of being present.

Direct and Transparent

Gen Z values direct communication. They do not want to guess what you mean or read between the lines. They appreciate clear expectations, honest feedback, and straightforward answers. Corporate jargon and vague language frustrate them.

This generation is also comfortable with feedback in both directions. They want regular input on their performance, but they also expect to be able to provide feedback to management without fear of retaliation. They see feedback as a tool for improvement, not criticism to take personally.

Career Development and Growth

Learning Opportunities are Essential

Gen Z knows that job security through company loyalty no longer exists. They focus on building skills that will make them valuable in the job market. They want employers who invest in their development through training, mentorship, and opportunities to learn new things.

This generation is comfortable with self-directed learning. They grew up with YouTube tutorials and online courses. They appreciate when employers provide learning resources and time to develop new skills, even if those skills might make them attractive to other companies.

Rapid Advancement or Movement

Gen Z expects faster career progression than previous generations. They do not want to wait years for promotions or advancement. If they do not see clear growth opportunities in their current role, they will look elsewhere. The average Gen Z worker stays in a job for about two years before moving on.

This job-hopping is not disloyalty but pragmatism. Gen Z understands that changing jobs is often the fastest way to increase compensation and gain new experiences. They see their careers as portfolios of experiences rather than linear paths at single companies.

Money and Compensation

Pay Transparency is Expected

Gen Z expects transparency around compensation. They want to know salary ranges upfront, understand how pay decisions are made, and believe colleagues doing similar work should be paid fairly. They are comfortable discussing salaries with peers and believe pay secrecy only benefits employers.

This generation is also savvy about researching market rates. They use Glassdoor, Levels.fyi, and other resources to understand what they should be earning. They will negotiate confidently and walk away from offers that do not meet their expectations.

Benefits Beyond Salary

While salary matters, Gen Z also values comprehensive benefits. They want good health insurance, mental health support, retirement contributions, and generous paid time off. They appreciate perks like student loan repayment assistance, professional development budgets, and flexible work arrangements.

However, Gen Z sees through superficial perks. Free snacks and ping pong tables do not compensate for low pay or toxic culture. They want real benefits that impact their financial security and quality of life.

Technology and Tools

Modern Tech Stack is Expected

Gen Z expects modern, intuitive technology at work. They grew up with smartphones and seamless apps, so clunky legacy systems frustrate them. They want collaboration tools that work smoothly, cloud-based systems they can access from anywhere, and automation that eliminates repetitive tasks.

Companies using outdated technology signal to Gen Z that the organization is behind the times. They wonder why they should invest in a company that does not invest in efficient tools. Modern technology is not just about convenience but about demonstrating that the company values efficiency and stays current.

AI and Automation

Gen Z is the first generation to grow up with AI as a normal part of life. They are comfortable using AI tools to enhance their work and expect employers to provide access to cutting-edge technology. They see AI as a tool that frees them from mundane tasks so they can focus on more meaningful work.

This generation is less worried about AI taking jobs and more interested in learning how to work alongside AI effectively. They want training on new tools and expect employers to invest in emerging technologies that improve productivity.

Diversity, Equity, and Inclusion

Gen Z is the most diverse generation in history, and they expect workplaces to reflect that diversity. They want to see representation at all levels of the organization, not just in entry-level positions. They pay attention to who gets promoted, who makes decisions, and whether the company truly values different perspectives.

This generation expects inclusive language, accessible workplaces, and active efforts to combat discrimination. They will call out microaggressions, challenge biased practices, and expect leadership to take their concerns seriously. Companies that treat DEI as a checkbox exercise rather than genuine commitment will lose Gen Z talent quickly.

What Frustrates Gen Z at Work

Unnecessary Meetings and Bureaucracy

Gen Z values efficiency and hates wasted time. Meetings that could be emails, excessive approval processes, and bureaucratic red tape frustrate them immensely. They want to focus on getting work done, not navigating organizational politics or sitting through unproductive meetings.

Micromanagement

Gen Z wants autonomy. They do not need or want constant supervision. They appreciate clear expectations and then want to be trusted to deliver results. Micromanagement signals distrust and makes them feel undervalued. They would rather have managers who provide support when needed but otherwise let them work independently.

Lack of Transparency

When companies are not transparent about decisions, strategies, or challenges, Gen Z becomes suspicious. They want to understand the bigger picture and how their work fits into company goals. Secrecy or vague explanations make them feel excluded and undervalued.

Ignoring Work-Life Balance

Companies that expect employees to be available 24/7, respond to messages on weekends, or work long hours consistently will struggle to retain Gen Z talent. This generation sets boundaries and expects them to be respected. They will leave jobs that consistently demand too much, regardless of compensation.

How to Attract Gen Z Talent

Be Authentic in Recruiting

Gen Z researches companies extensively before applying. They read Glassdoor reviews, check social media, and ask current employees about their experiences. Authentic job descriptions that honestly describe both opportunities and challenges work better than overly polished marketing language.

Show Clear Growth Paths

During interviews, explain how employees can grow within the organization. Show examples of people who advanced, describe skill development opportunities, and be honest about timelines. Gen Z wants to know that joining your company will help them build their careers.

Highlight Flexibility and Benefits

Be upfront about remote work policies, flexible hours, and comprehensive benefits. These are major factors in Gen Z decision-making. Companies offering genuine flexibility have a significant competitive advantage in attracting this generation.

Demonstrate Real Values

Do not just state your values; show how you live them. Share specific examples of how your company acts on its commitments to diversity, sustainability, or social responsibility. Gen Z wants evidence, not empty promises.

How to Retain Gen Z Employees

Provide Regular Feedback

Gen Z wants ongoing feedback, not just annual reviews. Regular check-ins, constructive criticism delivered kindly, and recognition for good work keep them engaged and help them improve. They want to know how they are doing and where they can grow.

Invest in Their Development

Offer training programs, conference attendance, online courses, or mentorship opportunities. Show that you are invested in their long-term success, even if that eventually means they move on. Gen Z appreciates employers who prioritize their growth.

Listen and Act on Feedback

When Gen Z employees provide feedback or suggestions, take them seriously. You do not have to implement every idea, but you should acknowledge concerns and explain decisions. Feeling heard and valued matters enormously to this generation.

Respect Boundaries

Do not message employees outside work hours unless it is truly urgent. Respect time off. Model healthy work-life balance yourself. Gen Z is watching how leaders behave, and they will leave if the culture does not match stated values around balance and wellbeing.

Common Misconceptions About Gen Z

They Are Not Lazy

Gen Z is often accused of being lazy or entitled, but this is not accurate. They are willing to work hard, but they want that work to be meaningful and sustainable. They reject hustle culture not because they are lazy but because they have seen it destroy mental health and relationships without delivering promised rewards.

They Are Not Disloyal

Gen Z changes jobs frequently, but this is pragmatic rather than disloyal. They understand that companies no longer guarantee job security or fair raises for staying. They invest in their own careers because they cannot count on employers to do it for them.

They Are Not Fragile

Gen Z talks openly about mental health, which some interpret as weakness. However, being self-aware enough to recognize when you need support is a strength, not fragility. Gen Z is building healthier relationships with work than previous generations managed.

The Bottom Line

Gen Z is transforming the workplace, and employers who adapt will benefit from their fresh perspectives, technological fluency, and commitment to authenticity. This generation challenges outdated practices not to be difficult but because they believe better ways exist.

Understanding what drives Gen Z—flexibility, mental health, authenticity, purpose—helps employers attract and retain talented young workers. Companies that listen to Gen Z feedback and evolve their practices will build stronger, more innovative workplaces. Those that dismiss Gen Z concerns as entitled or unrealistic will struggle to compete for talent in an increasingly tight labor market.

Want to learn more about generational differences? Read our Gen Z vs Millennials comparison or explore how Millennials and Gen X clash at work.