A recent survey of 1,000 U.S. managers reveals significant challenges when managing Generation Z workers. More than half of managers report frustration, and nearly as many express stress related to this newest workforce cohort. About a third would prefer not to hire Gen Z candidates, and 18% have considered leaving their jobs due to these challenges. On the flip side, around 65% of Gen Z employees leave their jobs within the first year, with half feeling disengaged at work. This disconnect raises a critical question: what makes managing Gen Z so different?
The answer lies partly in the unique upbringing and experiences of Gen Z, who grew up immersed in technology, instant access, and global connectivity, and entered the workforce amid a global pandemic that reshaped work norms. Understanding these differences is key to creating workplaces that attract, engage, and retain Gen Z talent.
5 Realities About Gen Z in the Workplace
1. Work/Life Balance is Non-Negotiable
Gen Z entered the workforce as remote and hybrid work models emerged during the COVID-19 pandemic. They expect flexibility as a baseline. As Heather Berti of Arlo Hotels notes, “Gone are the days of the 10-hour workday.” Gen Z challenges traditional norms, pushing employers to recognize workers as whole people with lives outside of work.
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Around 70% prefer hybrid arrangements where they can choose in-office days.
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Half would quit or disengage if forced to return to full-time office work.
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Employers must ensure that flexibility is genuine, respecting employees’ time off and boundaries.
2. Wellbeing Requires Personalization
Mental health awareness has deeply influenced Gen Z, who openly acknowledge stress rather than ignoring it. Their stressors extend beyond work and finances to concerns about the global economy and environment. Employers must adopt holistic wellbeing strategies tailored to individual needs, not just generic programs like step challenges.
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Arlo offers wellbeing stipends allowing employees to choose what benefits them most.
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Personalization and relevance in wellbeing programs lead to higher employee engagement.
3. Gen Z Needs More Guidance
Despite their independence, many Gen Z workers lack confidence in managing their health and wellness decisions, often having relied on parents for such tasks. They value expert support for healthcare decisions.
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65% of Gen Zers regret a recent health-related choice, far higher than older generations.
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HR can support with second-opinion services, expert advice, and healthcare navigation tools.
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Programs must be actively promoted with clear communication about their benefits to ensure utilization.
4. Technology Fuels Their Work Experience
Gen Z grew up digital-first, and they expect seamless tech in the workplace—from hiring to benefits access. Employers must deliver mobile-friendly, tech-enabled employee experiences.
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Digital onboarding, benefits self-service, and access to earned wages on demand are key.
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Online communication and program delivery increase relevance and engagement for Gen Z.
5. Authenticity is Critical
Gen Z candidates research employers thoroughly and expect companies to embody their stated values. They look for tangible evidence of commitments to employee development, DEI, and community involvement.
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Arlo’s hiring team sees candidates impressed by visible investments in training, tuition reimbursement, and volunteer programs.
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“Talking the talk and walking the walk” is essential to win over Gen Z talent.
Gen Z is reshaping the workplace by demanding flexibility, personalized wellbeing, clear guidance, tech-enabled experiences, and authentic employer values. HR professionals must adapt policies and practices to meet these evolving expectations or risk higher turnover and disengagement. By embracing these realities, organizations can foster a more engaged, productive, and loyal Gen Z workforce ready to contribute long term.
Sources – HR Executive
