As many Baby Boomers transition to retirement, younger demographics are steadily increasing their share of the labor market. Millennials are now the largest age group in the U.S. workforce,
constituting 36%, but Gen Z employees (
currently at 18%) are rising fast. According to recent projections, this digital-native generation will make up
30% of America’s job market by 2030.
Adapting to Gen Z in the workplace is a central concern for businesses that want to create a competitive and future-proof company culture. Organizations that understand Generation Z’s characteristics will attract and
retain talent from this up-and-coming age cohort.
What is Generation Z?
Anyone born
between 1997 and 2012 is part of Generation Z, the world’s first digital-native generation. Members of Gen Z had unparalleled access to the internet during their formative years, and this online fluency is a defining
generational difference. They’re comfortable using technology and online platforms for both work and social interactions, and they tend to prefer video content over text documents for communication and learning.
Besides using technology for work, Gen Z wants to leverage high-tech tools for better work-life balance. For instance, LinkedIn found thatGen Z job seekers are
17% more likely to apply to remote jobs, citing flexible work arrangements as a motivating factor. Many see this focus on work-life balance as crucial for their mental health.
However, Gen Z employees aren’t just interested in flexible jobs. Deloitte surveys report that
89% of Gen Z respondents need a sense of purpose at work for job satisfaction and well-being. Compared with other generations, they place less emphasis on salary, instead
prioritizing learning and development to refine their skills.
Gen Z’s search for purpose is tied to a sense of justice and social consciousness. As America’s
most diverse generation, Gen Z is acutely aware of issues related to race, gender identity, and sexual orientation.
The future of work with Gen Z
Gen Z’s desire for purpose and autonomy already influences how businesses present themselves to new hires. Employers are rethinking their current
benefits packages to cultivate an
employee experience that aligns with the following Gen Z values.
Demand for remote and hybrid work models. Many Gen Zers view location flexibility as a requirement rather than a perk. They prefer employers who accommodate their preference for hybrid and remote work.
Continuous learning. Gen Z frequently expresses a strong desire for training, education, and career growth opportunities. They’re drawn to employers that offer professional development.
Growing interest in financial wellness. From inflation to housing costs and student loan debt, financial stress is a key contributor to Gen Z’s high burnout rate. Research from Deloitte found that achieving financial stability was the most important career goal
for 22% of surveyed Gen Z employees, but
48% don’t feel financially secure. They actively seek employers who offer tools or educational resources for saving and budgeting.
Concern for workplace diversity, equity, and inclusion (DEI). As a diverse and socially conscious generation, Gen Z searches for employers with inclusive practices that promote a sense of belonging. DEI initiatives that encourage Employee Resource Groups (ERGs) and diverse leadership are more likely to attract Gen Z talent.
Comparing employee engagement by generation
To better understand Gen Z’s characteristics, it helps to compare their approach to work with the values and expectations of prior generations. For instance, Baby Boomers tend to emphasize stability, loyalty, and recognition based on tenure — priorities that aren’t as common with younger generations. By contrast, Generation X favors independence and work-life balance over company loyalty, whereas Millennials generally seek collaborative work environments with opportunities for growth and flexibility.
Generation Z adopted some traits from their predecessors — particularly the preference for flexibility and work-life balance — but they have a stronger desire for authenticity and purpose in their job roles. Gen Z employees
engage more at work when their roles clearly contribute to a larger mission or have a social impact. They also expect real-time feedback and support for their ongoing development across multiple digital channels.
What strategies help companies engage and retain Gen Z talent?
As more and more of the labor force is made of Gen Z, employers need to make sure they’re offering benefits that stand out. Here are some strategies your organization can try:
Offer career development and mentorship opportunities. The careers Gen Z are most interested in are those that prioritize continuous learning and growth. Employers should offer structured mentorship programs and opportunities for skill development, such as workshops, certifications, or job shadowing.
Prioritize workplace flexibility and work-life balance. Flexibility is a key priority for Gen Z employees. They want the freedom to work in ways that suit their lifestyle and mental well-being, whether that means hybrid models or compressed workweeks.
Provide financial literacy and wellness support. Gen Z values employers who actively support their financial well-being. Offering tools like student loan assistance and
on-demand pay can help support financial stability, engagement and productivity.
Create an inclusive and diverse work culture. Around
80% of Gen Z employees value DEI. Employers that cultivate a diverse and inclusive workplace and proactively address bias are more likely to earn the trust and loyalty of Gen Z employees.
Support mental health and emotional well-being. Companies can demonstrate their commitment to Gen Z’s well-being by offering meaningful mental health support. Access to counseling services, mental health days, or digital wellness tools can help Gen Z employees better manage workplace stress and support engagement and productivity.
Use transparent, authentic communication. Gen Z prefers honest feedback and open dialogue. Regular check-ins and two-way feedback channels can foster the transparent communication they expect in the workplace.
Incorporate technology and digital collaboration tools. Gen Z performs well in tech-forward environments. Providing access to modern collaboration platforms and mobile-friendly solutions supports how they naturally communicate, manage projects, and stay engaged.
Give Gen Z employees flexibility with Earned Wage Access
Gen Z’s desire for flexibility isn’t limited to where or how they work — it also extends to how they manage their finances. After being shaped by a digital-first world where instant access is standard and financial pressures are increasing, many Gen Z employees are actively seeking on-demand tools that offer greater control over their money.
Financial wellness solutions like EarnIn may help support employers meet Gen Z’s expectations for flexibility. With Earned Wage Access, employees can access a portion of their pay — up to $150 per day, with a max of $750 per pay period — to cover everyday expenses like gas and groceries or unexpected costs. They can get paid in minutes, starting at just $2.99 per transfer.
Additional tools, including
Credit Monitoring help employees track their credit scores, and
Balance Shield helps protect against overdrafts for added financial security.
Best of all, EarnIn’s benefits are available at no cost to employers, with no payroll or time and attendance integration required.
A sense of financial stability can support employee focus, motivation, and engagement across generations.
Request a demo to learn how EarnIn can help support your team’s financial well-being today.
Please note, the material collected in this post is for informational purposes only and is not intended to be relied upon as or construed as advice regarding any specific circumstances. Nor is it an endorsement of any organization or services.
This Blog was sponsored by EarnIn. While the author received compensation, the information shared is grounded in independent research and intended to provide helpful and accurate guidance to readers.
EarnIn is a financial technology company, not a bank. Banking services are provided by our bank partners on certain products other than Cash Out.
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Lightning Speed Fee Table and
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Balance Shield provides free alerts when your bank account balance drops below the threshold you set in your EarnIn account. You can also enable automatic transfers (up to $100/day -subject to your available earnings- with a limit of $750/pay period), if your bank account balance falls below your set threshold. You choose the speed of these automatic transfers. Standard speed is available at no cost and the transfer typically takes 1-2 business days. Lightning Speed is available for a fee [see LS Fee Table] and the transfer typically takes less than 30 minutes. You will also have the option to set a tip for automatic transfers. Tips are optional and can be $0; however, if you choose to set a tip, it will be applied to each automatic transfer. Whether you tip, how much, and how often you tip does not impact the quality and availability of services. You can cancel the alerts and/or transfers at any time in your EarnIn account settings. See the
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