Here’s what Gen Z wants to see from their employers

Gen Z continues to play a pivotal role in shaping the way we work in today’s modern workforce. Achievers' 2024 “State of Recognition” report revealed that 70% of Gen Z respondents are either looking to job hunt this year (51%) or already considering their next career move (19%). To attract, retain and engage this wave of young professionals, employers must understand and address their specific needs. Here’s a comprehensive look at what Gen Z employees want from their employers.

1.) Recognition matters - Gen Z employees are motivated by more than compensation. They want their work to have meaningful impacts. Employers can communicate that Gen Z’s work matters with recognition. Data from AWI shows that 36% of U.S. Gen Zers feel meaningfully recognized at work. This is a huge problem, as Gen Z workers who are recognized monthly are 21% more likely to feel a strong sense of belonging and trust in their company. To satisfy this intentional age group, HR leaders must adopt recognition programs that drive frequent, hyper-personalized praise that maps back to company values.

2.) Embrace employee wellness - Gen Z employees prioritize work-life balance and seek organizations that value their individual wellbeing. Effective wellness programs covering mental, emotional and physical health needs can boost employee morale, engagement and retention. HR leaders should provide comprehensive wellness initiatives with mental health resources, stress management tools and flexible work policies to promote work-life balance.

3.) Invest in employee growth and development - Gen Z values ongoing learning and career growth. They want to learn new skills and advance in their careers. Employers who provide training programs, mentorship opportunities and clear career paths are more likely to attract and keep Gen Z employees. While Gen Z cares about purpose and work-life balance, they also value financial security. This is why it’s not surprising that 24% of Gen Z workers look for new jobs due to compensation, which is second only to career progression at 31%. Competitive salaries, comprehensive benefits and perks like student loan assistance, health insurance and retirement plans are important to them. Employers who offer these benefits can attract top Gen Z talent and ensure their long-term commitment.

4.) Foster innovation in the workplace - To inspire innovation in the workplace, it's important to recognize that Gen Z is tech-savvy and expects employers to adapt by providing innovative employee experiences. HR leaders should empower Gen Z workers with employee connections, listening and recognition tools. These provide workers with outlets to build friendships, praise their peers and provide feedback on how they’d like to see their company’s culture evolve – thus boosting job satisfaction. These tools also build a more engaged and productive workforce – proving impactful for an organization’s bottom line.

In the coming years, Gen Z will significantly impact the workforce. Employers need to start catering to their unique preferences and expectations to attract and retain Gen Z talent and create a more innovative and engaged workforce. Organizations that prioritize these aspects will be seen as employers of choice for this influential generation in 2024 and beyond.