By 2030, Gen Zs will dominate 30% of the U.S. workforce – are you ready to attract and retain them?
Gen Zs in the Workplace
Already representing 18% of today’s labor market (U.S. Dept of Labor), Gen Zs are shaping the future of work with their adaptability, entrepreneurial spirit, and digitally savvy. As their workplace influence grows, a global talent shortage of 85 million people by 2030 (Korn Ferry) will intensify the competition for these highly education and skilled young professionals.
Beyond economic incentives, learning how Gen Z employees think and operate can significantly enhance workplace culture, teamwork, and creativity. While recognizing each individual and team is unique, the real-life examples below illustrate effective ways to communicate with and manage early-career talent across industries.
If you’ve experienced similar interactions with Gen Zs in the workplace, consider them valuable opportunities to bridge the gap between what’s important to your next generation of talent and your approach to managing them effectively
Lessons from Generational Shifts
I vividly remember entering the workforce when Millennials were the youngest generation, subject to everyone’s strong opinions about what kind of colleagues we would be. People often commented, “Those Millennials — they’re so this and so that!” When among our peers, we took pride in pushing boundaries and testing norms in ways that surprised, and sometimes startled, our managers.
Yet, the most effective managers were those who embraced our fresh perspectives and encouraged us to take risks, manage our own projects, and engage directly with clients. They understood that by giving us space, they too could learn and grow. These supportive managers made it safe for me to bring my authentic “Millennial self” to work, creating an environment of mutual respect and trust. In turn, I felt motivated to put forth my very best efforts for my team and clients, knowing I had their full support.
Today, the torch has been passed to Gen Zs, whose resilience and passion for advocacy are guiding us into a transformative new era of work.
What We Wish You Knew: A Gen Z Perspective
Gen Zs like to challenge the status quo- not to disrupt for the sake of it, but to help organizations grow and thrive.
One recurring disconnect I’ve observed between early-career employees and executive leadership is how feedback is received and acted upon. Many Gen Zs in the workplace have shared that they frequently raise ongoing challenges, only to see no visible action taken. Meanwhile, leaders often feel overwhelmed by what they perceive as a flood of new complaints they don’t have the capacity to address.
When we put aside our assumptions and look closer, these traits reflect something valuable: Gen Z’s drive for improvement and curiosity about doing things differently. When they notice something isn’t working, they speak up — not to criticize, but (most of the time) to contribute.
With a few intentional shifts, organizations can turn perceived complaints into opportunities for an alternative perspective. Small, consistent actions that acknowledge and act on feedback can build a culture of trust, showing younger employees that their voices don’t just matter — they drive progress.
Gen Zs share salaries to ensure fairness and equity.
One team I worked with was made up almost entirely of recent college graduates in their first professional roles. When we discussed the values of transparency and equity, one topic came up again and again: salary.
This team had a unique approach — they openly shared their salaries with one another whenever someone new was hired or received a raise. If discrepancies surfaced, they brought their concerns directly to management and asked for an explanation. While this level of openness may feel taboo to some, it reflects something deeper: Gen Z’s commitment to camaraderie, fairness, and collaborative workplace culture—values that may differ from those of more traditionally competitive generations.
Managers can build trust by meeting this transparency with clarity. Explaining why small salary differences exist among early-career employees—such as years of service, role responsibilities, educational background, or geographic location — helps reinforce a sense of fairness. Over time, it’s natural for salary ranges to expand. But in those foundational early years, Gen Zs value an even playing field and clear opportunities for advancement.
Gen Zs crave consistent communication- more than you might expect.
There’s a common misconception that because Gen Zs value flexibility, embrace remote work, and are self-sufficient, they don’t need or want as much communication. But in my experience, that is mostly untrue.
Gen Zs in the workplace are purpose-driven and highly motivated to make a meaningful impact. They want to understand how their individual roles contribute to the broader mission of their organization. They also actively seek feedback — not just praise, but thoughtful, constructive input that helps them grow and advance in their careers.
For people managers, this means regularly checking in to ensure team members feel supported and connected to the big picture. For senior leaders, it’s about creating ongoing opportunities to share organizational goals and updates, while encouraging open, two-way feedback at least several times a year.
When in doubt, overcommunicate. It’s far better to hear, “We’ve got the info we need,” than to lose high-potential employees to silence or misalignment.
If Gen Zs aren’t learning, they’re leaving.
This is a phrase I return to often—it captures how vital learning and growth opportunities are for early-career employees. Gen Z wants to upskill quickly, rotate across different projects and departments, and continually expand their capabilities. They’re ambitious, eager to contribute more, and deeply invested in their own development. If a year goes by without intellectual challenges or a visible path to growth, they start looking elsewhere.
In my experience, when Gen Z employees voiced concerns about advancement, it was rarely about compensation (as addressed earlier). Instead, they were seeking greater challenges, more consistent guidance, and real-time learning opportunities on the job—not just more formal education. While providing these opportunities may require more effort than offering a raise, the long-term benefits are far more impactful for both the employee and the organization.
In today’s competitive talent market, companies must go beyond generic professional development programs. While many offer basic training, few invest in creating innovative, personalized, and dynamic learning experiences. A thoughtfully designed off-site, where employees can network, collaborate on real-world challenges, and explore new ideas, can drive deeper engagement and loyalty than most managers realize.
Gen Zs have knowledge to share, too.
The concept of reverse mentoring—where younger employees share insights with more senior colleagues—became real for me when I worked under a Boomer manager and we often clashed in our ways of thinking. There were moments of mutual frustration: “Okay, Boomer.” “Those Millennials…” But over time, we discovered that despite our generational differences, we shared similar values and goals. Our perspectives were simply shaped by different life experiences.
Through open dialogue, my manager began to see that our advocacy for workplace improvement wasn’t rebellious—it was second nature to us. We were raised to question the norm and aspire for better. At the same time, I gained a deeper appreciation for the professional norms of earlier decades, where speaking out or challenging authority was far less common. Understanding this history helped me realize that what might feel like resistance is often just a reflection of how the workplace used to operate.
Reverse mentoring doesn’t come naturally in all settings—especially in hierarchical structures—but its value is immense. When both managers and direct reports are open to learning from one another, it fosters innovation, mutual respect, and stronger working relationships. Leaders gain fresh ideas and new talent insights, while younger employees feel empowered and seen.
So… What comes next?
Understanding Gen Z is just the beginning—real progress comes from taking action. Bridging the generational gap isn’t passive; it requires intentional effort. But rather than seeing it as a challenge, think of it as an investment. The payoff—in stronger engagement, retention, and innovation—makes it more than worthwhile.
Here are a few actionable initiatives to help close the gap and foster generational understanding in your organization:
- Host a two-way Town Hall.
Create space for open dialogue by sharing updates on mission-critical initiatives, highlighting projects, gathering feedback through employee pulse surveys, and holding live Q&A sessions. The goal is to foster transparency and connection across all levels.
- Create multi-generational task forces.
Bring together employees of different generations to tackle business, technical, or cultural challenges. These teams spark collaboration, promote reverse mentoring, and build alignment around shared goals.
- Invest in tailored learning and networking experiences.
Move beyond traditional training. Design engaging, hands-on development opportunities that connect employees across departments and generations—think immersive workshops, cross-functional networking events, or innovation challenges.
How We Can Help
Every generation brings unique value to the workplace. But too often, age-based assumptions and communication gaps get in the way of collaboration. Ageism isn’t one-sided—and the key to overcoming it is creating shared, intentional experiences that help people connect as humans first, and as generations second.
At Humanalyze Consulting, we specialize in bridging generational divides and building inclusive, high-performing cultures where every generation can thrive. Whether you’re looking to improve communication, foster mutual understanding, or design innovative learning experiences, we can help you turn insight into action.
Let’s build a workplace where every voice is heard and every generation is empowered to lead.
Contact us today to learn how we can support your team!
