Millennials focused on buying a home and advancing their careers as key life goals. Boomers emphasized responsibility and giving back to society. Gen Z, however, offers a new perspective.mindsetto the workforce — one that emphasizes purpose, adaptability, and alignment with personal values.
For businesses, grasping and adjusting toGen Z’s new standardsnot only a cultural change — it’s a strategic benefit. In this piece, I will highlight four major trends to consider as you connect with the upcoming generation of employees.
Related: Generation Z is Changing the Workplace — and Businesses Need to Adjust or Risk Losing Employees
1. Purpose over paychecks
Gen Z is interested in understanding that their job makes a positive difference for people, communities, and the environment. As per Deloitte’s 2023 report, one out of four Gen Z employeessaidThey aren’t interested in jobs that don’t align with their beliefs and principles. In recent years, ESG (Environmental, Social, Governance) initiatives have emerged as a significant consideration in brand choices, as Gen Z continually looks for companies that prioritize sustainability and ethical behavior.
To engage Gen Z, companies need to establish purposes that extend past financial gains. For instance, at Flowwow, our goal is to assist individuals in spreading happiness through meaningful gifts that convey a lot. This is precisely what resonates – both for us and our team. It’s also crucial to include employees in defining internal procedures, particularly those that affect team health and the entire customer interaction. Ultimately, businesses should focus on more than just functionality and take into account the emotional effect their offering generates.
Ben & Jerry’s is dedicated tosustainability and social justice, and it’s not only in their advertising – it’sembeddedinto the workplace. Workers are motivated to participate in advocacy, providing Gen Z employees with a strong feeling that their job supports beneficial social transformation.
Related: Why Millennials Are Moving Away from Corporate Roles to Own Franchises
2. Flexible approaches
According to a 2024 LinkedIn survey, 72% of Gen Z employees have eitherleftor thinking about quitting a job because of insufficient flexibility. This generation has minimal patience for rigid schedules, fixed work locations, and hierarchical structures. They were primarily raised in an environment of encouragement, so they anticipate being listened to, collaborating in shaping systems, and working within structures they help establish.
To satisfy the expectations of Generation Z, businesses need to establish an open culture where all feedback is valued. Engage employees in defining their own processes, tools, and schedules. Provideremote workand adaptable schedules as the standard — this is how your team will experience trust and appreciation for different working approaches.
3. Life comes first
Raised with busy routines, Gen Z is now looking for a balance between their job and various personal passions. They remain driven in their career goals, but achievement often involves having time for hobbies and self-care. A 2025 Deloitte studyshowsOnly 6% of Gen Z consider leadership as essential. Rather, the majority value work-life balance, meaningful experiences, and freedom more than moving up the corporate hierarchy. Upwork also discovered that up to 80% of Gen Zpreferhybrid positions, emphasizing independence and harmony.
To build a work environment that reflects the values of Generation Z, organizations should offer employees chances toshare their passionsand gain knowledge from each other via internal gatherings and activities. Another excellent concept is to create room for casual interactions and off-site group activities that extend beyond typical team-building methods.
At Flowwow, we’ve established a platform where team members exchange everything from movie critiques to hiking advice. This fosters stronger relationships and cultivates a culture centered on common interests. Naturally, HR initiatives should encourage employees’ hobbies and passions beyond their job responsibilities.
4. Essential self-care
No generation has been more vocal about the significance of mental health than Generation Z, with over 60%reportingtherapy or treatment experience. Theywantworkplaces that provide mental health resources. Additionally, 70% of Gen Z employeesvalueextensive health advantages, such as reimbursement for fitness activities, wellness initiatives, and medical insurance that includes mental health coverage.
Focus on providing assistance, ensuring a safe psychological environment, and maintaining physical well-being. This could involve having an internal mental health professional or collaborating with online therapy services. Develop policies that address unusual situations: offering paid time off for family crises, giving incentives for excessive workloads,loyalty programsadditional attention for high-intensity positions.
Netflix leadsby providing free therapy and guidance to staff and their family members. Mental health is incorporated into DEI initiatives and daily activities, including meditation sessions and specialized workshops for Gen Z and BIPOC employees.
Generation Z is not only transforming how we work — they are altering the reasons behind it. Their expectations regarding meaning, adaptability, health, and equilibrium are redefining both the workplace and the concept of work itself. So, what should we do? Develop alongside this generation.
