June 5, 2025
It seems like everyone's talking about Gen Z and what they want from their jobs these days. You hear a lot about them wanting purpose and flexibility, but it's more than just that. They're looking for a whole package that includes feeling good about where they work, having chances to learn, and actually being supported. So, what Gen Z want from work really boils down to a more human approach, where their values and well-being are taken seriously, not just their output.
It's not just about the money anymore, is it? For Gen Z, the 'why' behind the work is becoming just as important, if not more so, than the 'what' or the 'how much'. They're looking for companies that stand for something, that have a clear sense of purpose and values that align with their own. This isn't some fleeting trend; it's a fundamental shift in how this generation approaches their careers.
Think of it like this: if a company's mission statement is just words on a website, Gen Z will see right through it. They want to understand how the company's goals translate into real action and how that action connects with their own beliefs. It’s about feeling like you’re part of something bigger, contributing to a cause that matters beyond just hitting quarterly targets. When the mission feels genuine and aligns with their personal values, it makes a huge difference to their engagement and overall job satisfaction.
This generation is acutely aware of the world's challenges, from climate change to social inequality. They expect the companies they work for to be part of the solution, not part of the problem. This means looking beyond profit margins to see a company's actual impact on society and the environment. Are they making genuine efforts towards sustainability? Are they actively involved in social causes? These aren't just nice-to-haves; for many in Gen Z, they're deal-breakers. They want to see tangible proof of commitment, not just empty promises.
Culture is a big one. Gen Z wants to work in environments where they can be themselves, where honesty and transparency are the norm, and where the company's stated values are actually lived out day-to-day. They can spot inauthenticity a mile off. If a company talks about collaboration but operates in silos, or claims to value well-being but expects constant overtime, it just won't fly. They're looking for a place where they feel a genuine sense of belonging, supported by colleagues and leaders who truly embody the company's ethos.
It’s not just about the salary anymore, is it? For many, especially younger workers, the way a job fits into their life is becoming just as important, if not more so. We’re talking about flexibility, and it’s really changing the game when it comes to what people want from their careers.
Gone are the days when being in the office from 9 to 5 was the only way to get work done. Most people now expect some level of flexibility in where and when they work. Companies that don't offer remote or hybrid options are finding it harder to attract and keep good staff. It’s not really a perk anymore; it’s more of a basic requirement for a lot of people trying to balance their work and personal lives.
Beyond just location, being able to choose your own hours or work asynchronously is a big deal. This is especially helpful for people with caring responsibilities, health needs, or even just those who know they’re more productive at certain times of the day. Letting people work when they feel most switched on can really boost their commitment to the job. It’s about trusting your team to manage their time effectively.
People aren't necessarily looking for a strict separation between work and life anymore. Instead, they want a way to blend their career with their personal life in a way that feels manageable and sustainable. This means employers need to think about how their policies and culture support this integration, respecting people’s time both inside and outside of work. It’s about creating a positive environment where your job doesn't completely take over everything else. Thinking about your own financial future, for example, might involve planning for retirement, which requires careful budgeting and choosing the right plans, much like planning your work life requires a flexible approach [c949].
The shift towards flexibility isn't just a trend; it's a fundamental change in how we view work. It’s about empowering individuals to contribute their best while maintaining a fulfilling personal life.
It feels like just yesterday we were all told that a steady job with a decent pension was the dream. But for Gen Z, that picture’s changed quite a bit. They’re not just looking for a job to tick a box; they want a career that actually goes somewhere. Stuck in a rut is the last thing they want. They’re keen to learn new things and get better at what they do, and if the company isn’t helping them do that, they’ll look elsewhere. It’s not about climbing a ladder just for the sake of it, but more about building a skillset that feels relevant and useful.
Companies that actually invest in their people’s learning tend to keep them around longer. Think about it: if you’re being offered chances to take courses, learn new software, or even get certifications that help you in your field, you’re going to feel more valued. It shows the company sees a future for you there. This isn’t just about keeping up with the latest trends, though that’s important too; it’s about feeling like you’re progressing and not just doing the same old thing day in, day out. It makes a big difference to morale, honestly. For many, this includes seeking out trainee jobs as a stepping stone in their career progression.
Having someone experienced to guide you can be a game-changer. Whether you’re just starting out or you’ve been in the game for a while, a good mentor can offer advice, share insights, and help you avoid common pitfalls. It’s not just about career advice, either; it can help you understand the company’s goals and how you fit into the bigger picture. This kind of support can really boost your confidence and make you feel more connected to your work.
Why should you have to leave a company to get a new role or a promotion? Gen Z definitely thinks internal moves should be a normal part of working life. If there are opportunities to move into different departments or take on new responsibilities within the same organisation, people are much more likely to stick around. It’s a win-win: the company gets to keep its talent and fill roles with people who already know the ropes, and the employee gets a fresh challenge without the hassle of starting over somewhere new. It’s about building a career path within the company, not just at the company.
It's not just about the big projects or the deadlines; Gen Z really cares about feeling supported, especially when it comes to their mental health. They're looking for workplaces that actively help manage stress and make it okay to talk about struggles. This isn't just a nice-to-have anymore; it's becoming a standard expectation.
Many young professionals feel overwhelmed by demanding workloads, which can really take a toll. Companies that are getting it right are looking at how work is distributed and whether expectations are realistic. It's about finding a balance so people can do their best work without burning out. Some places are trying things like clearer task prioritisation or even just checking in more regularly to see how people are coping.
There's a big push to make talking about mental health as normal as discussing a physical ailment. Gen Z wants to work somewhere that doesn't make them feel ashamed or embarrassed if they're having a tough time. This means leaders and colleagues need to be open and understanding. When mental health is treated with the same importance as physical health, it makes a huge difference to how people feel at work.
Ultimately, it boils down to creating an environment where well-being is genuinely a priority. This can look like offering resources such as access to counselling services or mindfulness apps. It also means encouraging people to take breaks and use their holiday time. Companies that offer employee discount programs, for example, can help reduce financial stress, which is a big part of overall well-being. It’s about looking after the whole person, not just the employee.
The shift towards prioritising mental health support reflects a broader understanding that employee well-being is directly linked to productivity and overall job satisfaction. It’s a move away from a culture of 'toughing it out' towards one of genuine care and support.
It seems there's a bit of a disconnect between what Gen Z expects from their managers and what bosses think is important, especially when it comes to empathy. Our research shows that for younger workers, feeling that their boss understands and cares about them is a really big deal – it’s almost a must-have before they even feel engaged. In fact, they often rank empathy as the second most important trait in a leader. However, when bosses were asked, empathy often landed much further down the list, maybe fifth or so. It’s a bit like expecting a warm welcome and getting a curt nod instead.
When employees feel that their manager genuinely cares about their well-being and understands their perspective, it makes a huge difference to how they feel about their job. It’s not just about getting tasks done; it’s about feeling seen as a person. This kind of connection is what really gets people invested in their work. Without it, even the most exciting projects can feel a bit hollow.
Respect is another big one. It’s about more than just politeness; it’s about feeling valued for your contributions and your individuality. When people feel respected, they’re more likely to speak up, share ideas, and go the extra mile. Conversely, if the focus is solely on hitting targets and employees feel like just another cog in the machine, that sense of respect can quickly disappear. It’s about acknowledging the human element in every role.
So, what does this look like in practice? It means leaders taking the time to listen, not just to problems, but to aspirations too. It’s about understanding that everyone has a life outside of work and that things happen. For example, if someone is struggling with their workload, a manager showing empathy might ask about their capacity and offer support, rather than just demanding results. It’s about building that trust and showing that you’re there to support your team, not just to manage them. This approach can really help build a stronger, more committed team, and it’s something that many younger workers are actively looking for in their employers. It’s about creating a workplace where people feel genuinely supported, which can lead to better customer experiences and a more positive overall environment.
It's becoming really clear that for Gen Z, the actual amount on the payslip is only part of the picture. We're seeing a shift in a look at Gen Zs work mentality where they're really interested in the whole package. It’s not just about the base salary anymore; it’s about what else comes with the job.
Younger workers expect companies to be upfront about how much jobs pay. This means clear salary bands and an understanding of how pay decisions are made. It builds trust, plain and simple. When people know they're being paid fairly compared to their colleagues, it makes a big difference to how they feel about their job.
Beyond the basic salary, the extras matter a lot. Think about things like:
This kind of structure shows that the company values its employees' contributions and wants them to share in the rewards.
This is where companies can really stand out. It’s not just about health insurance anymore. Gen Z is looking for benefits that support their overall well-being and lifestyle. This could include:
A company that invests in its employees' lives outside of work, not just their output during it, is going to be far more attractive. It shows a commitment to the person, not just the employee.
Ultimately, it’s about creating a total rewards package that feels fair, transparent, and genuinely beneficial to the individual.
It's not just about getting the job done; it's about feeling secure and valued while you do it. For Gen Z, this means creating workplaces where everyone feels they can speak up without fear of being shut down or embarrassed. It’s about building an environment where mistakes are seen as learning opportunities, not career-ending blunders. This sense of safety is the bedrock upon which genuine engagement and innovation are built. When people feel they belong, they're more likely to contribute their best ideas and feel connected to their colleagues and the company's overall mission. It’s a bit like getting a thoughtful gift; it shows the company actually pays attention to its people, which is why things like branded merchandise can make a real difference in how employees feel appreciated.
This is non-negotiable. Gen Z wants to see that companies are actively working to include everyone, regardless of background. It’s about making sure that every voice is heard and that people feel seen for who they are. This means going beyond just saying you're inclusive and actually showing it through actions and policies. When people feel truly included, they're more likely to stick around and be happy in their roles.
Leaders play a massive role here. They need to be the ones setting the tone, being open about what's happening in the company, and actually listening to what employees have to say. It’s not enough to just talk; leaders need to act on feedback and show they care about their teams. This kind of open dialogue builds trust, which is pretty vital for making people feel safe and respected at work.
Trust isn't built overnight. It comes from consistent actions, transparency, and leaders who genuinely care about their employees' well-being. When there's a high level of trust, people feel more comfortable taking risks, sharing ideas, and being themselves. This creates a positive cycle where everyone feels more secure and motivated, leading to better outcomes for both the individual and the organisation.
It's pretty clear that younger workers, especially Gen Z, are looking for more than just a regular wage from their jobs. They want to feel like their work actually matters, and that their employer cares about things like the planet and their own well-being. Flexibility is a big one too; people want to be able to balance their lives without bosses breathing down their necks. If companies want to keep these younger employees happy and around for the long haul, they really need to pay attention to what they're saying. It’s not about being unrealistic, it’s about wanting a decent job that fits with a decent life.
Gen Z workers really care about what a company stands for. They want to work for places that have a clear mission they believe in, try to make the world a better place, and are honest about how they operate. It's not just about the money; it's about feeling good about where you work.
Flexibility means having choices about where and when you work. This could be working from home sometimes, having flexible start and end times, or being able to work when you're most productive. It helps people balance their work with other parts of their lives.
Gen Z wants to learn and grow in their jobs. They look for chances to get new skills, learn from experienced people through mentoring, and move up within the company. Staying in the same place without learning new things isn't appealing.
This means making sure employees feel safe to speak up, share ideas, and be themselves without fear of being judged or punished. It's about creating a welcoming environment where everyone feels like they belong and are valued.
Gen Z believes that bosses should be understanding and caring. They feel that empathy from leaders is really important for feeling motivated and respected at work. It's about seeing people as individuals, not just workers.
It means looking at the whole picture of what an employee gets, not just their salary. This includes being open about pay, offering good benefits like health insurance and time off, and having fair bonus systems. It's about feeling valued in many ways.
