GENERATION Z, born between 1997 and 2012, is entering the workforce with distinct priorities and expectations. As this younger generation becomes a significant part of the workforce, companies must find ways to balance their desire for flexibility with the need for long-term stability. According to 2024 reports by Forbes and Fortune , companies can implement several strategies to attract and retain Gen Z talent. Flexibility in work arrangements is of significantimportance to Gen Z, who value adaptable work hours and locations.
Companies should offer options like remote work, hybrid models, and adjustable schedules. This approach helps them manage their work-life balance while contributing effectively to the organization. Prioritizing mental health and well-being is also essential for engaging Gen Z workers. Providing wellness programs, mental health resources, and fostering a healthy work-life balance can reduce burnout and turnover. Regular feedback, recognition, and growth opportunities further enhance job satisfaction, making it easier for companies to retain their young talent.
In addition, Gen Z expects their workplace to reflect the diversity they encounter in their daily lives. Implementing inclusive practices, creating a sense of belonging, and offering opportunities to engage in meaningful work are vital steps in attracting this generation. Encouraging cross-functional projects and internal mobility allows Gen Z to explore different roles and find purpose in their work, which is crucial for their job satisfaction.
Though Gen Z is open to job changes, companies can encourage stability by investing in their employees’ long-term growth. Providing continuous skills development, training, and mentorship helps build confidence and expertise, which fosters loyalty and commitment to the organization. This investment not only supports individual growth but also contributes to overall workforce stability.
As Generation Z traverses the shifting world of work, new measures of career success are emerging that align with their unique values and expectations. Maintaining a balance between work and personal life is highly valued by Gen Z, who seek roles that support personal well-being while meeting professional responsibilities. This balance is seen as essential for job satisfaction and overall happiness. According to a report by Washington Post in 2022 , career success for this generation is also closely tied to job satisfaction and engaging in work that feels meaningful.
Many Gen Z believe that doing work that matters is crucial to their sense of achievement and overall fulfilment. Feeling valued and appreciated in their roles is equally important, as recognition for their contributions significantly influences their job satisfaction and loyalty to an employer. Moreover, continuous learning and professional development are critical motivators for Gen Z. They favour employers who provide clear career pathways, mentorship, and opportunities for skill development. The prospect of personal and professional growth is a significant driver for this generation, making learning opportunities a key aspect of their career success.
Flexibility and autonomy are also valued by Gen Z, who prefer work arrangements that allow them to choose where and when they work. This desire for independence is reflected in their preference for gig work or roles that offer remote options, enabling them to tailor their work experiences to their lifestyles. However, while flexibility is important, Gen Z also seeks stability and security in their careers. They look for roles that offer personal fulfillment along with a reliable income and benefits.
As intern in our HESA office, Aiesya Salsabila Mohd Radzuan, 22, shared her take on these ideas. “Flexibility is really important to me. It allows me to balance my work with other commitments without feeling overwhelmed,” she mentioned. Another intern, Nur Athirah Hamidyshari, also 22, added during a recent coffee break that having opportunities forgrowth and feeling valued at work makes a huge difference in how committed she is to a company. “I would definitely work and retire in such a company without hesitation!” she exclaimed.
Developing hybrid employment models that offer both stability and flexibility is essential for aligning with Gen Z’s expectations. One approach is to allow employees to engage in side projects or take periodic sabbaticals without leaving the company, which can help retain talent by providing a balance between personal interests and professional commitments. Additionally, companies could implement flexible career paths that enable employees to transition between different roles or departments within the organization, depending on their evolving interests or life stages.
For example, a full-stack developer who has gained an interest in marketing could be offered a rotational program that allows them to explore that field without sacrificing their job security. Another idea is the introduction of “flexible contract terms” where employees can negotiate short-term contracts with the option to renew based on their changing life circumstances. Also, companies might consider offering “work-sharing” arrangements, where two employees can share the responsibilities of one full-time role, allowing both to enjoy reduced hours while maintaining career progression. These strategies not only support the diverse needs of the workforce but also promote long-term engagement and loyalty.
In conclusion, by embracing flexibility and promoting their overall well-being, companies can create an environment that aligns with Gen Z’s expectations while maintaining a stable and engaged workforce. Adapting to the needs of this generation is not just important, but essential, for attracting top talent and ensuring long-term success.
By: Ts Elman Mustafa El Bakri, CEO and Founder of HESA Healthcare Recruitment Agency, and the Industrial Advisory Panel for the Department of Biomedical Engineering, Universiti Malaya.
