What Gen Z Expects From Workplaces

Gen Z isn’t just asking for more flexibility at work. They’re asking for connection. And they’re hungry for it—literally. A major new global study from Compass Group and Mintel across 30,000 employees just revealed that 78% of Gen Z employees place a high value on social connection in the workplace. More than half said they would consider leaving their job if they felt lonely. What stood out most in the study wasn’t just the data—it was the role of food. Yes, food. The research shows that food is no longer just fuel at work—it’s a facilitator of belonging. From café-style coffee corners and wellness-focused cafeterias to snack stations in reading nooks and music lounges, Gen Z is demanding that the office be reimagined to encourage spontaneous interaction and meaningful connection. This hit home for me. For the past ten years, I’ve hosted hundreds of experiences that use food as a tool to bring people together. No titles, no small talk—just gratitude, storytelling, and shared humanity. And without fail, someone always says, “This is what I’ve been missing.” Gen Z is simply saying it out loud—and they’re saying it with urgency. Only 29% of Gen Z employees in unsocial workplaces feel connected to their company’s goals. Only 14% plan to stay long-term if the culture lacks real human connection. In contrast, those who take regular, intentional breaks are 52% happier than those who only stop when they’re burnt out. What’s clear is this: the companies that prioritize human connection—who create space for people to pause, gather, and be seen—will be the ones who win the future. Because this generation of employees isn’t just working for a paycheck. They’re working for purpose, people, and places where they feel like they belong. Sometimes, the most strategic thing you can do for your business is invite someone to coffee. Or better yet—dinner. Read the full study in the comments below!

They don’t care about your ping pong tables. They don’t care how long your brand has existed. And they definitely don’t care about your open-plan office with the green juice fridge. What Gen Z cares about? → Impact. → Transparency. → Leadership that actually walks the talk. I say this not just as a headhunter who works with FMCG boards to find global CMOs and GMs but as someone watching how talent pipelines are changing from the bottom up. For decades, employer branding in FMCG was almost self-sustaining. Global recognition. Category dominance. Maybe a graduate program with prestige. That’s not enough anymore. 83% of Gen Z candidates say they won’t even apply for a role if a company doesn’t clearly communicate salary and values (LinkedIn Talent Trends 2024). And 57% rank “authenticity of leadership” as a top reason to accept (or reject) a job offer (Handshake, 2024). I’ve seen this play out. Here’s what I’ve learned: Gen Z isn’t anti-FMCG. They’re anti-performative. Prestige doesn’t buy loyalty—purpose does. Your brand voice matters more than your stock price. So many global companies tell me, “We want to build future C-suite talent.” That starts now—with the stories you tell at the graduate level. If your early-career employer brand still looks like a 2015 PowerPoint deck, you’re not in the conversation. You’re in the past. Because this generation is researching your Glassdoor, analyzing your LinkedIn content, and checking if your leaders match your values. If they don’t? They move on quietly and permanently. For companies that get this right? You won’t just win Gen Z talent. You’ll build a leadership pipeline that’s ready for the future of FMCG. → Where brand and values are one and the same. → Where marketing starts with employee belief. → And where your next CMO might be watching your EVP video… and deciding if you’re worth their talent. Let’s talk about how to build that brand from Gen Z to the C-suite. #EmployerBranding #FMCGLeadership #GenZTalent #FutureOfWork #ExecutiveSearch #TalentStrategy

As a proud member of Gen Z, I found the recent The Wall Street Journal article about our generation’s impact on the workplace to be both insightful and timely. Gen Z may bring different expectations and needs to the table, but those differences are opportunities for growth and innovation. 𝐋𝐞𝐭’𝐬 𝐬𝐩𝐚𝐫𝐤 𝐚 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧: 𝐇𝐨𝐰 𝐢𝐬 𝐲𝐨𝐮𝐫 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐚𝐝𝐚𝐩𝐭𝐢𝐧𝐠 𝐭𝐨 𝐭𝐡𝐞 𝐫𝐢𝐬𝐞 𝐨𝐟 𝐆𝐞𝐧 𝐙 𝐢𝐧 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞? Here are a few approaches that are resonating with many of us: ✨ Aligning Work with Purpose: We’re driven by more than just a paycheck. Companies that clearly connect individual roles to a larger mission see greater engagement and enthusiasm. ✨ Creating Continuous Feedback Loops: Regular check-ins aren’t just nice to have—they’re essential. Frequent feedback helps us stay motivated and aligned with our goals. ✨ Prioritizing Mental Health: Offering mental health resources and fostering a supportive environment isn’t just a perk—it’s a necessity. This support goes a long way in creating a resilient and productive workforce. ✨ Fostering Growth through Mentorship: We crave opportunities to learn and grow. Mentorship programs that offer guidance and development pathways are key to retaining top talent. At REACH, where many of my team members are also Gen Z, I've seen firsthand how our generation's desire for purpose, mentorship, and mental well-being can drive positive change. We're working to build an environment that not only meets these needs but thrives because of them. Where our team feels valued, heard, and supported so they can become the most dedicated and innovative contributors. Instead of viewing the generational shift as a problem, let's reframe it as a unique chance to reshape the workplace into something more dynamic. ----- Read more from Katherine Bindley and Chip Cutter for The Wall Street Journal: https://lnkd.in/gajy28er

A Surprising Generation Of Workers Is Now Sick Of Working From Home When offices first re-opened after the worst of the COVID pandemic in 2021, I wrote a contrarian piece in Fast Company which argued that full-time remote working was largely unsustainable for the simple reason that human beings are instinctively social and need regular connection with other people in order to thrive. This came at a time when the vast majority of us were coming off a year of working from home and had grown to really like not having a commute. Needless to say, I got some hate mail from readers, with the common response being that I had to be some kind of “corporate shill” to advocate for a return to working in the office.  Even though I was and still am a fan of hybrid schedules, much of this criticism came from Gen-Z workers who believed at the time that working even one day a week in the office would be excessive. Four years later, however, Gen-Z is finally feeling the full weight of their isolation – According to a new Harris Poll, they’re stressed, depressed and burned out: *** 91% of Gen Z employees want more in-person interactions at work. *** 79% say Orgs prioritize technology over in-person connections. *** 69% say technology makes them feel less connected and more isolated. *** Many feel disconnected & believe real-life connections will help their careers. I think one key take-away here isn’t that Gen-Z (or any generation) is truly excited about working in the office every single day (although many now are).  It’s that they want their organization’s leaders to take intentional steps to foster real connection on days when they are there. One company that seemed to anticipate this is JPMorgan Chase which built a truly stunning new Manhattan headquarters with connection and employee well-being clearly in mind: *** Aiming to replicate a worker’s circadian rhythm, the building’s lighting grows brighter and dimmer depending on the time of day. *** When an employee registers for a conference room, it tracks their previous coffee/tea order & ensures a cup is ready and waiting for them. *** With a goal of taking friction out of people’s days and fostering interaction, they built a 19-restaurant food court and an Irish pub in the building. After work, employees can attend yoga & meditation classes.   Clearly, not all organizations can do what Chase has done. But they can start thinking about ways to give people reasons to be excited about office days. Because it unlikely that Gen-Z is alone in saying they want more human interaction, workplace leaders would be wise to make connection their first priority in this regard. Did I mention human beings require social interaction in order to flourish and optimally perform?

I've watched my parents work for their entire lives 💼 My dad has had the same job since I was 2 years old, pouring concrete around the state of Connecticut. My mom has worked both per diem and full-time supporting adults with disabilities by teaching them life skills and assisting them in the workforce. I've seen hard work, I've seen dedication, I've seen sacrifice and exhaustion, all from my parents and their work lives. Many of us have seen our parents, family members, and other important adults in our lives work, work, and work some more. It doesn't come as a shock that #GenZ is instilling different values in the workplace, values that employers will need to be acting on to avoid stalemates in hiring, missed opportunities for upward mobility, and slow progression of their businesses. Gen Z is projected to overtake Boomers in the workforce in 2024 😲 And, with that, Gen Z would like to see the following in their workplaces: ✅ Flexible working arrangements ✅ Employers that clearly demonstrate their values and commitments to CSR, sustainability, etc. ✅ Regular feedback from managers ✅ Opportunities to #upskill and professional development I'm grateful for my parents' hard work all these years. Without their support and determination, I wouldn't be where I am today. I'm equally grateful that Gen Z is a generation of advocates, changemakers, and done-with-the-bullsh*t workers 👏 💡What is something that YOU value from your workplace in 2024?💡

Gen Z in the Workplace: A New Era of Work 📈 Interviewing Gen Z candidates is an experience in itself. Me: "Where do you see yourself in 5 years?" Candidate: "I'm here for a good time, not a long time." Honestly? I felt that. 😂 Gen Z is changing the game, and their approach to work is refreshing, bold, and yes, sometimes a little surprising. They’ve grown up in a world of rapid change—tech, social issues, pandemics—and they bring those experiences into their careers. Here are a few trends I’ve noticed from this group: 1️⃣ Purpose Over Paychecks: They’re not just looking for a job; they’re looking for impact. If a company doesn’t align with their values, it’s a dealbreaker. 2️⃣ Work-Life Boundaries: They prioritize balance and mental health unapologetically. “Hustle culture” isn’t their vibe, and honestly, we could all learn from that. 3️⃣ Tech Natives: They’re tech-savvy and expect the workplace to keep up. Outdated systems or processes? They’ll call them out—fast. 4️⃣ Career Fluidity: The traditional linear career path isn’t a priority. They’re open to lateral moves, gigs, or even pivoting entirely to explore what excites them. But it’s not just about adapting to them—it’s about learning from them. Their fresh perspectives challenge us to rethink how we approach leadership, flexibility, and growth opportunities. So here’s my question: What’s the most surprising thing a Gen Z employee or candidate has taught you about the modern workplace? Let’s swap stories—and maybe a few tips for those of us trying to keep up. 😉 HR Soul #HiringGenZ #ModernWorkforce #FutureOfWork #HRInsights #SoulifyYourHR

Gen Z is demanding a lot from employers. Personally, I want to see them win. They are only asking for are long overdue corrections to the difficult and often abusive workplaces my generation has endured. Here are just a few of the things that would make all of our lives better: ✅ Flexible schedules including hybrid work, remote options, and the ability to choose when and where they work, as long as they can do the job well. ✅ Corporate commitment to the greater good, especially around social impact, inclusion, and environmental sustainability. ✅ Robust mental health benefits, support systems, and a culture that acknowledges the whole individual. ✅ Investment in continuous learning, and transparency around career mobility and advancement opportunities. ✅ Workplaces that embrace digital tools, AI, and tech-forward solutions for collaboration and productivity. ✅ Maintaining a healthy work-life balance that respects boundaries and makes room for personal time and life outside of work. Want more hours? Pay for it. ✅ Less rigid chains of command and more collaborative, egalitarian teams where every voice is valued. These aren’t “entitled” demands. And expecting younger generations to suffer because we did is cruel. If you’ve ever felt stuck in hustle culture, pressured to always be online, or been afraid to take a mental health day, just know that Gen Z is demanding a workplace where that’s no longer the norm. Let’s not just watch Gen Z lead this shift—let’s back them up. 👉 What would your career have looked like if these norms had been in place from day one? 🎉You've got this and I've got you!🎉 ♻️ Repost to help change or workplaces 🔔 Follow Sarah Baker Andrus for more career strategies 📌Want job search support? DM me to chat!