Gen Z does things differently

Although Gen Z has only been active in the workplace for a few years, their impact is already noticeable.  Raised in a world of technological connectivity, this youngest generation values flexibility, well-being and autonomy. This is forcing companies to rethink traditional working conditions and work cultures. Find out how Gen Z is transforming the workplace and how organisations are responding.

Their preferred benefits: flexibility comes first

Flexibility and a good work-life balance are high priorities for Gen Z. This is clearly reflected in their preferences for fringe benefits. A recent survey by Robert Walters shows that the following five benefits are the most popular among Gen Z professionals:

1. Extra holidays or sabbatical opportunities (71%)
2. Company car (59%)
3. Flexible or remote working options (53%)
4. Performance-based bonus (47%)
5. Insurance package (41%)
    

How are companies acting on this?

Organisations recognise that flexible working options and attractive fringe benefits are essential to attract and retain young talent. The survey shows that 83% of organisations will continue to offer the same number of home working days in 2025. In addition, fringe benefits will be renewed and better tailored to the needs of recent graduates, for example by offering elective packages. In addition to insurance, mental health, sports facilities and work-life balance are receiving increasing attention in the offer.

Their ambitions: little desire to become a manager

Despite their ambition to make an impact, a significant proportion of Gen Z are not attracted to traditional management roles. 42% of Gen Z professionals say they would rather not become middle managers. The reason is obvious: too much stress relative to the pay. Instead of being stuck in a management role, they would rather choose roles where they can improve their skills and have more autonomy.

How are companies acting on this?

The traditional corporate ladder is gradually giving way to dynamic growth paths that better suit the needs of young talent. Team-based or flat structures encourage collaboration, give employees more ownership of their work and provide space for personal growth. Well-being at work is also moving up the agenda, with programmes for mental health and job happiness.

Their communication style: digital and direct

Communication plays a key role in Gen Z's work experience. Their preferences are strongly shaped by technology:

• 59% of Gen Z prefer email and chat to phone calls.
• 1 in 2 feel uncomfortable with professional phone calls.
   

How are companies acting on this?

Apps such as Microsoft Teams and WhatsApp are increasingly used as primary means of communication. They offer a quick and informal way of contact that fits well with the preferences of younger workers.

However, phone calls will not disappear in the workplace and more so: video calls are gaining importanc. Companies therefore offer communication training to ensure that employees communicate effectively and professionally through all available channels. Mentorship programmes, in turn, help young professionals build more self-confidence, including in professional phone calls.

The future of work

Despite their relatively short presence in the workplace, Gen Z brings fresh perspectives and unique priorities. They challenge companies to re-examine their working conditions and work culture.

Organisations that respond to these trends early not only build an attractive working environment for Gen Z, but also lay the foundation for a future-proof work culture. With the right adjustments, companies can attract, motivate and retain talent now and in the generations that follow.

More information

 To learn more about talent retention and attraction strategies, feel free to contact one of our teams, or discover our recruitment advice articles.