How Gen Z is Redefining Work Preferences

How are Gen Z skills and interests reshaping work in 2025? At Top Employers Institute, we set out to answer this question. Through a large-scale survey of 1,700 people aged 18–27 across nine countries and four continents, we learned about Gen Z in their own words. We combined these insights with our learnings from 2,400+ global Top Employers to understand whether businesses are ready for an influx of new Gen Z talent in the future. Purpose-driven, tech-savvy and entrepreneurial, Gen Z is bringing a new skill set and mindset to the workplace. As the fastest-growing employee segment at many Top Employers, here are 6 ways they're transforming work: 1) Digital dexterity is the new norm. Top Employers' #2 priority in 2025? Digital innovation, especially as it relates to human resources and people practices. Gen Z's tech fluency is raising the bar as companies digitize to compete for talent. 2) Flexibility is a must-have. 82% of Gen Z expect schedule flexibility. Top Employers are empowering employees to manage their own hours and location. 3) Learning goes bite-sized. Raised on YouTube tutorials, Gen Z expects on-demand, micro-learning. 77% of Top Employers provide this. 4) Purpose is paramount. 80% of Gen Z seek meaningful work. Top Employers with strong purpose have 19% higher revenue growth. 5) Entrepreneurship goes mainstream. Over 60% of Gen Z want to start a business. Top Employers are harnessing this drive through innovation at their businesses and all functions. 6) AI ability and optimism is growing. 72% of Gen Z responded ‘yes’ to “I am confident in my ability to take advantage of AI in my work life.” At Top Employers Institute we certify HR excellence for 2,400+ global multinational employers representing every industry and 124 countries helping them do 3 things exceptionally well: 1) Benchmark, measure, and track progress on their HR & People practices year-over-year; 2) Enhance their employer brand in key markets; 3) Improve HR Leader’s relationship with the board by correlating HR practice improvements to key business outcomes (like rev growth, profitability, & shareholder value gain). Top Employers are committed to ensuring their businesses are ready for an influx of new Gen Z talent to operate the business, and Gen Z consumers in the broader market. With their digital skills, flexibility, purpose and entrepreneurial spirit, Gen Z is driving a shift in how we work. The smartest employers are adapting people-practices to unleash their potential.   How is your employer optimizing the skills across the multi-generational workforce? Comment your thoughts below and if you're interested in the full Gen Z report, let me know in the comments and I'll DM you. #GenZSkills #TopEmployers2025 #HR

'I'd rather manage anyone else'—why Gen Z has become the least wanted generation in corporate America. As someone in Gen Z, this data is... interesting. ResumeTemplates surveyed 1,000+ managers. 68% say managing Gen Z feels like "raising children." The complaints are predictable: need constant reminders, require emotional reassurance, can't handle basic workplace norms. Here's the uncomfortable truth: they're not entirely wrong. But they're missing the bigger picture. We grew up with infinite feedback loops (likes, comments, streaks). We expect rapid iteration and transparent communication. Traditional managers interpret this as "needy" when it's actually how we're wired to perform at our highest level. What Gen Z actually wants (and why it drives results): - Frequent feedback cycles: Not annual reviews—weekly check-ins with clear metrics and course corrections - Transparent communication: Direct feedback without corporate fluff. Tell us exactly what success looks like and how we're tracking - Growth frameworks: Clear progression paths with specific skills to develop, not vague promises of "future opportunities" - Flexible systems: We optimize for output, not hours in a chair Practical tools that actually work: - Dextego: Soft skills training for sales teams that speaks our language—gamified, data-driven skill development - 15Five: Weekly check-ins that create the feedback loops we crave without overwhelming managers - Notion/Monday.com: Project management that gives us ownership and visibility into impact - BetterUp: 1:1 coaching that addresses the "emotional reassurance" gap with professional development The real opportunity here: For Gen Z: Stop waiting for permission. Learn the game, then change it. Every complaint in that survey is a skill you can develop in 30-90 days if you're intentional about it. For managers: The Gen Z employees who scale fastest get clear frameworks, frequent check-ins, and direct feedback. Treat us like the high-performance systems we are, not the corporate drones you're used to. For companies: The first organizations to crack the Gen Z code will dominate the next decade. We're not going anywhere—we're your future workforce, customers, and leaders. Most people will read this survey and complain. Smart companies will see it as a competitive advantage waiting to be captured. Your move.

8 ways Gen Z is already transforming the workplace. (Most companies aren't ready for it) I've taught them and coached them. They are demanding what we all deserve. If you are hiring, you better be prepared. Here's what they bring to the table: 1) Digital Natives 💻 ↳ They're raising the bar on tech ❌ Old systems and clunky processes won't cut it ✅ Companies that use systems wisely will win talent 2) Work-Life Balance⚖️ ↳ They won't sacrifice their personal lives for work. ❌ 9-5 in the office is a huge turn-off ✅They're pushing for flexible hours and hybrid/remote work 3) Mental Health Matters 🧠 ↳ They're talking about mental health and take it seriously ❌ Leaders with "suck it up" attitudes will lose talent ✅ Leaders who respect the whole person will gain allegiance 4) Diversity as a Default 🌈 ↳ They're the most diverse generation ever ❌ Homogeneous leadership is a red flag ✅They want to see workplaces that look like them 5) New Rules of Engagement 📱 ↳ They want fast, clear, and digital-first communication. ❌ They won't read endless email chains, and don't answer the phone ✅ They need unambiguous directions and super clear expectations 6) Purpose Over Paychecks 🎯 ↳ They're choosing jobs based on values, not just money ❌ Lip service to doing good a few times a year isn't enough ✅ Real community engagement and investment matters 7) Hierarchy Shakers 📊 ↳ They prefer flat structures and minimal meetings ❌ Protocols and gate-keepers ✅ Direct access, efficiency and impact are their game 8) Always Be Learning 📚 ↳ They want to grow, and fast. ❌ Days of slogging away in training classes before they can work ✅ Self-paced instruction and support for continued learning The future is here. Gen Z is leading the way. I'm rooting for them! What's been your experience working with Gen Z so far? Tell us in the comments👇 ♻️ Repost to help others manage multi-generational workplaces ➕ Follow Sarah Baker Andrus for more career and workplace insights

Unpopular opinion: I think Gen Z - our current youngest generation at work - is pretty amazing.   Seems like most people disagree so let me tell you why I think this:   Gen Z is bringing a much needed refocusing to work, a refocus on what is actually important.   I believe they will change the workplace landscape in the long-run for the better.   Here are 10 great ways that Gen Z is changing the workplace:   1. Prioritizing Balance Gen Z are rejecting "hustle" work styles. They value their personal time and measure productivity output, not hours spent at the desk. 2. Setting Clear Boundaries Gen Z doesn't blur the lines between personal and work as much as prior generations; for example, refusing to answer emails late at night or not sharing personal information. They prioritize their personal time and disconnect from work to recharge. 3. Challenging Toxic Culture Gen Z is willing to question inappropriate, harassing, unethical, or abusive behavior at work. They are vocal about their expectations for a respectful and inclusive workplace, and are not afraid to call out bad behavior, sometimes even with public shaming on social media and elsewhere. 4. Demanding Transparency Gen Z questions policies that lack transparency, such as salary bands and reasons for key decisions. They understand that transparency fosters trust and accountability within the organization. 5. Valuing Wellbeing Health Gen Z, as our most anxious generation, understands the importance of self-care and how much wellbeing matters for performance; they are even more willing to use their sick days than prior generations. 6. Seeking Purpose-Driven Work Gen Z is driven by aligning purpose and values, and they want to know that their jobs, companies, and industries are contributing to broader positive impact and a better community. 7. Advocating for Equity and Inclusion Gen Z is our most diverse generation and they expect to see that reflected and honored in the workplace. They are demanding genuine efforts towards equity and inclusion, and seek places where all belong. 8. Emphasizing Environmental Responsibility Gen Z grew up facing real environmental challenges and care about the world we are leaving behind. They value sustainability, environmental stewardship, and corporate responsibility. 9. Ensuring Financial Security Gen Z's early adulthood has correlated to rising costs for everything, so they are sensitive to prices and the financial needs to make a living. They are willing to forego jobs that they don't perceive as valuing them. 10. Embracing Non-Linear Career Paths Gen Z embraces the concept of "portfolio careers." They don't see only one way up, understanding that gig roles are potentially part of their portfolio as is the notion that sometimes a career goes up, but it also sometimes goes sideways, diagonal, or down. What do you think - are you ready for the benefits Gen Z will bring to your workplace? #iamtalentcentric

The secret to workplace happiness? It may lie in a fresh approach to work. I recently spoke to The Globe and Mail on our latest #HPWorkRelationshipIndex. Although Gen Z reports the healthiest relationship with work, it’s still only 31% — less than one-third, showing there’s room to improve engagement across ALL generations. So, what is working for Gen Z? Their approach goes beyond tech fluency – they're revolutionizing workplace expectations by prioritizing relationships, growth, and personalization over traditional metrics like salary and title. The numbers are compelling: a staggering 87% of workers are willing to trade part of their salary for a more tailored work experience, with Gen Z ready to give up as much as 19% of their earnings! They're also leading the charge in the #AI revolution, with 83% already using AI to customize their workflows + boost productivity. But one message is clear: the future of work isn't one-size-fits-all. We have the insights… we know what drives engagement and satisfaction… Now it’s time to adapt our personal strategies around workplace technology, flexibility and personalization to empower every individual to thrive. #FutureOfWork #Hybrid

Career aspirations are constantly evolving, it’s fascinating to observe the shifting priorities of Gen Z. According to a recent survey by the National Society of High School Scholars, health care and government roles are now top choices for young talent, overtaking the once-dominant tech giants like Google, Amazon, and Apple. Why this shift? Stability and purpose. The turbulent waves of tech layoffs—over 263,000 in 2023 alone—coupled with concerns about AI’s impact on job security, have driven Gen Z to seek more stable and impactful careers. Hospitals like St. Jude Children’s Research Hospital and government agencies such as the FBI and NASA are now seen as ideal employers. This trend is not just a shift in employment statistics but a profound change in how the new generation defines success. It’s inspiring to see the brightest minds aiming to make a difference in essential sectors rather than chasing the once-glamorous allure of Big Tech. It will be interesting to see how Gen Alpha will continue their journey. As a Leadership & Transformational Coach, I am excited to see these future leaders in finding their paths to success (what is the definition?). Whether it’s pioneering medical breakthroughs or ensuring national security, Gen Z’s choices reflect a deeper commitment to stability, purpose, and societal impact. Let’s support them in these meaningful pursuits, fostering a future where their talents can truly shine. If you have any Gen Z children I would love to connect and learn more on how you are navigating their choices and journeys. #Leadership #GenZ #CareerTrends #Transformation #FutureLeaders #Healthcare #GovernmentJobs #coaching

Believe it or not, this is the future of work. A Gen Z intern asked for time off citing “not getting the vibe” and the internet went wild. But instead of mocking this, what if we leaned in and learned from it? Gen Z is stepping into the workforce with boundaries. Real ones. Personal ones. This doesn’t mean the workplace is falling apart. It means it’s being rebuilt, brick by brick, into something more humane. They’re not here for the grind-until-you-break mentality. They’re not tolerating toxic communication, hustle culture, micromanagement, or “just push through” as a response to mental strain. They’re asking for alignment, respect, and well-being. And they’re asking out loud. So the question isn’t, “How do we fix Gen Z?” It’s “How do we fix our workplace culture so it doesn’t require fixing people?” ✨ Here are a few ways we can start: • Normalize mental health breaks — not just for crisis, but for prevention. • Train managers to lead with empathy — not just output. • Redefine productivity — focusing on sustainability, not exhaustion. • Foster psychological safety — where people can say, “I’m not okay,” without fear. • Ditch the vibes that don’t serve us — disrespect, hierarchy for hierarchy’s sake, and workaholism dressed as dedication. The future of work isn’t about ping pong tables or pizza parties. It’s about people — whole people. Are you ready? If not, I welcome a conversation with you about how my company can develop your leaders to develop the next generation of leaders.

Is your return-to-office policy actually driving top talent away? The shocking truth: 58% of your hybrid workers are "Coffee Badging" – showing face just long enough to be seen before escaping back home. At AI ALPI, we've uncovered 8 workplace terms reshaping how employees navigate corporate environments in 2025. As talking to Gen-Z for our upcoming report, I realized these trends aren't just fad – they're transforming our workplaces right now: → Coffee Badging The brief office appearance just to satisfy attendance policies.  ↳ Reality check: If employees only come in to be seen, your hybrid strategy needs urgent reconsideration. → Office Peacocking Companies investing millions in aesthetic workspace upgrades while missing what employees actually want. ↳ Surprising find: 24% of employees cite simple dress code relaxation as more motivating than fancy office amenities. → Anti-Perks Benefits that unintentionally harm employee wellbeing. ↳ Warning sign: 65% of workers don't use unlimited vacation policies due to implicit pressure to always be available. → Burnout Blocking Proactive wellness strategies addressing the 42% of global workers reporting chronic stress (WHO, 2025). ↳ Action step: Schedule mandatory mental health days – not as an HR initiative but as a business necessity. → Micro-Retiring 73% of Gen Z workers plan intermittent career breaks rather than traditional retirement. ↳ Implementation: Create mid-career sabbatical programs now to retain future leaders. → Presenteeism Sprint 68% of managers can't distinguish genuine productivity from performance theater. ↳ Paradigm shift: Move from "time visible" to "outcomes delivered" metrics this quarter. → Corporate Catfishing 34% of job postings significantly exaggerate workplace culture. ↳ Trust builder: Have current employees write culture descriptions for recruitment materials. → Reverse Mentoring Junior employees coaching executives on digital trends – as seen at Estée Lauder where Gen Z staff teach C-suite leaders about emerging technologies. ↳ Start tomorrow: Pair each executive with a digital-native employee for mutual knowledge exchange. The term "Office Peacocking" emerged directly from the post-pandemic workplace transformation, reflecting how companies are prioritizing aesthetic workspace upgrades to compete for talent in the hybrid era. What's the most problematic workplace trend you've encountered at your organization? Is it on this list or something entirely different? Share below! 🔥 Want more breakdowns like this? Follow along for insights on: → Getting started with AI in HR teams → Scaling AI adoption across HR functions → Building AI competency in HR departments → Taking HR AI platforms to enterprise market → Developing HR AI products that solve real problems #FutureOfWork #HRTech #EmployeeExperience #WorkplaceCulture

What if Gen Z’s most significant career advantage isn’t outsmarting AI but choosing the one place it can’t easily follow? That’s the powerful takeaway from Amanda Hoover's recent Business Insider article, “AI Is Destroying Jobs. Gen Z Has Found a Safe Haven.” While AI is rapidly automating entry-level roles in tech, consulting, and law, Gen Z is pivoting—questioning the ROI of college and targeting skilled trades and hands-on professions. Only 36% of Americans now have strong confidence in higher education, down from 57% in 2015, and just 22% believe college is worth it if loans are required. The average Gen Zer unemployment rate for recent grads jumped to 5.8% in early 2025. Instead, Gen Z seeks stability, work-life balance, and entrepreneurial paths—often outside the traditional office. Here’s how they’re future-proofing their careers: ✅ Choosing trades and essential services where AI can’t replace the human touch—think electricians, healthcare, and home services. ✅ Leveraging tech and AI for business efficiency, not as competition—using automation for admin tasks while building real-world skills. ✅ Prioritizing adaptability and practical experience over expensive degrees—focusing on roles that value hands-on expertise and personal connection. Gen Z is proving that the real “safe haven” isn’t about avoiding change but about doubling down on what makes us irreplaceable - blending human skills with smart tech. Coaching can help; let's chat. | Follow Joshua Miller Read the full article here: https://lnkd.in/gdSPYnCi #FutureOfWork #GenZ #AI #CareerAdvice #CoachingTips

A new study finds that only 6% of Gen Z workers say their primary career goal is to reach a leadership position. HR leaders should rethink how they define and communicate career advancement. Instead of relying solely on traditional hierarchical paths, organizations should offer diverse development opportunities that align with Gen Z’s values, such as skill-building, meaningful work, flexibility, and personal growth. HR should create career frameworks highlighting multiple ways to grow within the company, including lateral moves, project-based roles, and opportunities to lead without formal titles. By adapting development strategies to reflect Gen Z’s motivations better, HR can boost engagement, retention, and long-term talent readiness. https://lnkd.in/edKZEnPj