What Gen Z Wants—and Why Employers Can’t Afford to Miss It

Today's workplace isn't just multigenerational—it's multilayered, complex, and rapidly evolving. HR leaders are tasked with balancing five distinct generational perspectives and ambitions, each bringing unique expectations and ways of working. Yet amid this complexity, one generation is shaking up traditional workplace dynamics with surprising clarity: Generation Z.

Born between 1997 and 2012, Gen Z is flooding the job market with distinct aspirations and expectations. They’re digital natives, shaped by technology—they’ve never known a world without the internet—and are accustomed to online and self-learning. Unlike previous generations, Gen Z isn’t content with climbing traditional career ladders; they’re looking for personalized growth opportunities from day one.

What Gen Z Really Wants

Ask any Gen Z employee about their career priorities, and you'll quickly hear about the importance of professional development. For this generation, professional development isn't nice—it’s a necessity. Recent surveys highlight that nearly nine out of ten Gen Z job seekers rate learning opportunities as critical when evaluating potential employers. Salary alone won’t cut it anymore; Gen Z values employers who invest directly in their personal and professional growth.

What Gen Z Looks for in a Workplace^*
Beyond career and growth opportunities, Gen Z has shaken up the rankings of what’s essential in an employer.

1. Flexibility

2. Positive Work Environment

3. Fair & Competitive Pay

4. DEI Commitment

5. Shared Values

How Valuable Are the Following Learning and Development Benefits to You?^†

A Strategic Imperative for HR

Most HR leaders recognize that the expectations of Gen Z aren’t just new demands—they represent a fundamental shift in employee-employer relationships. To attract and keep this talent, organizations need to do more than tweak training; they must rethink and reshape their entire approach to employee development.

While other generations might adapt to corporate structures, Gen Z expects corporate structures to adapt to them. Organizations that cling to outdated educational models risk irrelevance. On the flip side, those willing to innovate their educational offerings will unlock Gen Z's creativity, loyalty, and extraordinary potential.

Big Dreams, Small Feelings of Preparedness^‡
Could this be a factor driving Gen Z’s demand for L&D?

• Gen Zers aged 25 to 27: 81% say they have a bright future ahead of them, but only 61% feel prepared.

• Gen Zers aged 21 to 24: 79% say they have a bright future ahead of them, but only 50% feel prepared.

Thinking Outside the Traditional Training Room

Imagine an employee’s learning experience not as mandatory training, but as personalized growth journeys. Picture an environment where education and real-world skills become part of everyday workflow, integrated seamlessly into daily tasks.

Some pioneering companies have taken unconventional routes, offering improv workshops to enhance employees' interpersonal skills or short-term certifications in fields like sustainability or digital marketing. These innovative strategies speak directly to Gen Z’s desire for practical skills and meaningful, purpose-driven work.

Top Concerns of Gen Z^§

Making it Real: Turning Insight into Action

Despite understanding these generational shifts, many companies have been slow to offer or adapt their educational offerings. Now is the moment for HR leaders to take proactive steps, transforming insight into meaningful action. This isn’t about ticking boxes or merely keeping pace—it’s about strategically positioning your business as a leader in talent development.

Successful organizations regularly assess and refresh their educational offerings, benefits, and partnerships. They actively seek feedback from Gen Z employees and make adjustments to ensure offerings remain relevant and engaging. They don’t just offer access —they embed learning into the organization’s cultural fabric.

Measuring Success: It’s More Than Numbers

The effectiveness of revamped educational programs can’t be measured solely by retention rates or employee satisfaction scores, though those matter. Success also lies in the visible transformation within your workplace, marked by higher engagement, increased internal mobility, and a culture of continuous improvement and innovation. When learning aligns closely with Gen Z’s expectations, the return on investment becomes clear through an agile, engaged workforce.

Your Competitive Advantage Awaits

Gen Z isn't just the future; they're actively shaping the present-day workplace. Organizations that adapt to their educational expectations will thrive, gaining a distinct competitive edge. The choice is clear and immediate. HR leaders who embrace this shift and take subsequent action will not only attract the brightest Gen Z talent but also unlock new possibilities for their organizations, positioning themselves decisively for long-term success.

^* _{iHire, Gen Z in the Workforce: Decoding a New Generation of Job Seekers}
^†_{Handshake, Gen Z Brings New Expectations to the Workplace}
^‡_{Walton Family Foundation, Gallup Voices of Gen Z study}
^§_{Deloitte, 2024 Gen Z and Millennial Survey}