Generation Z in the Workplace – What do they really want?

Baby boomers, millennials, Generation Z – it can sometimes be difficult to keep up with the different age segments of society and what they want from a workplace. But as more Gen-Z members move into the workforce and some start to progress up to managerial roles, it’s vital that companies fully understand what they’re looking for in the workplace. Doing so will help companies attract top-skilled talent and retain the Gen-Z workers they already have at their organisation.

Here, we look at three things that Generation Z employees look for within a company.

1) Flexibility in all senses

Flexibility in the workplace used to be limited to having flexible working hours. But Gen Zers are looking for more than just that. They want flexibility in terms of hours, days, location, and even role. They’re looking for companies that can adapt to new trends or ways of working. The thought of being in the same desk job for 40 years – like most Baby Boomers were used to – is unheard of for Gen Z workers. They expect their role and company to be able to adapt to their career needs and move with the times.

For companies aiming to meet Gen Z workplace needs, adaptive leadership or training programmes will be expected to be a part of all companies and only those with robust career growth development initiatives will be considered by Gen Z top talent.

“Having the flexibility to work remotely and adjust my hours around peak creative times has made a huge difference. I feel more trusted and productive, and that balance really helps me bring my best to every project.”

– Alice Fry, Social Media Specialist

2) Solid diversity and inclusion initiatives

Gen Z workers will choose companies that align with their personal morals and values. This means that companies will all need to include extensive diversity and inclusion initiatives in their organisations – and make sure they grow and develop them with time. Gen Z workers will also be looking for companies with good CSR programmes or those who stand up for political or social movements that they believe in. One major part of this will be a company’s stance on climate control and sustainability, with 1 in 3 Generation Z employees saying they would not work at a company if they disagreed with their green policies.

Understanding young talent expectations also means being vocal and transparent about social responsibility and building an environment where inclusion is actioned, not just stated.

3) Technology is king

A generation that has grown up with smartphones, streaming, and AI assistants, Gen Z expects a modern tech stack. They prefer working in environments with digital-first operations and seamless communication tools. Even the recruitment process should be tech-savvy—with video interviews, AI-powered matching, and mobile-friendly applications as standard.

By following these three points, companies will be able to increase their appeal to Generation Zers that are newly entering the job market. Innovation, adaptation, and flexibility will be key to attracting all the best skilled workers, while also retaining the Gen Z workers a company already employs.

Furthermore, for more insights on values that matter to this generation, check out Breaking Barriers: Peter Komolafe’s Journey – Dare to Lead Podcast, where purpose-driven leadership and generational motivation are discussed in-depth.