As we approach the end of 2025, Generation Z—those born between 1997 and 2012—is expected to make up 27% of the global workforce. With their growing presence, businesses are experiencing a fundamental shift in workplace values, communication styles, and expectations. Gen Z employees are unlike their predecessors; they’ve been raised with digital tools at their fingertips, shaped by global events like the COVID-19 pandemic, and nurtured in a culture that embraces openness and advocacy around topics like mental health, diversity, and inclusion.

According to several workplace studies, Gen Z workers prioritise flexibility, purpose, and alignment with values over salary alone. They seek inclusive environments, expect mental health to be a regular workplace conversation, and favour roles that offer development and a sense of connection. Notably, they’re the first generation to enter the workforce with emotional intelligence education embedded into their schooling, meaning they are not only more open about mental well-being but also expect emotionally intelligent leadership in return.

However, this generational shift is not without its growing pains. Managers and organisations are having to adapt traditional work structures to better align with Gen Z’s expectations. Feedback processes, communication norms, and even performance metrics are being redefined to accommodate a generation that values immediacy, recognition, and purpose. As we navigate this new era of work, businesses must evolve if they want to attract and retain top Gen Z talent.

“They’re challenging those norms and the potentially historic exchange of work."

In a recent Frog Recruitment live stream, NZ Managing Director Shannon Barlow spoke with Holly Simpson, Senior Employee Support Advisor at SkyCity Entertainment Group, to unpack the shifting workplace dynamics brought on by Gen Z.

Holly highlighted that, unlike previous generations, Gen Z is driven by purpose and meaning at work. “They’re challenging those norms and the potentially historic exchange of work where you just show up and get paid. Gen Z wants more—they want purpose and meaning,” she explained.

This shift in expectations has placed increased pressure on employers to redefine how they engage with their younger workforce. From the desire for ongoing feedback to a stronger focus on mental health and emotional support, Gen Z is encouraging more open, human-centred leadership.

Barlow noted that feedback is particularly crucial for Gen Z workers, and many managers struggle with this new standard. “That communication really is going to be a key point—especially when your Gen Z employee’s manager is from a much different generation,” she said.

One standout element discussed was Gen Z’s familiarity and reliance on technology. Simpson pointed out how this impacts their work habits and attention spans: “It’s the generation of TikToks… things being ten seconds and bite-sized. Attention spans have changed, and we need to adapt the way we work to suit that.”

Beyond communication and tech-savviness, flexible working expectations were also front and centre. Simpson defended Gen Z against criticism for their flexible work preferences, noting their formative work years were shaped by the pandemic. “Gen Zs were coming into the workforce during COVID and post-COVID—that was their norm. They didn’t have the same baseline of office culture that previous generations had,” she explained.

Simpson also highlighted how the drive for work-life balance and emotional wellbeing is not just a Gen Z trend but something all generations could benefit from embracing. “They’re celebrating boundaries, work-life balance, and flexibility. It challenges the old hustle culture but brings about healthier ways of working,” she said.

Perhaps one of the more unexpected insights was about cross-generational communication—especially around language. “I went out after work with a couple of the younger girls and had no idea what they were saying because of the slang,” Barlow laughed. Simpson’s advice? “Just approach everything with curiosity. Gen Z would rather you ask and connect than avoid the conversation.”

They also tackled misconceptions, especially around feedback and mental health. “There’s a belief that young people can’t handle feedback, but it’s actually the opposite,” Simpson said. “They’re very development and growth-orientated. It’s about building a connection so feedback feels safe and supportive.”

Tips for Managing and Engaging Gen Z Employees

To successfully lead and collaborate with Gen Z workers, organisations must adopt new strategies that reflect the values and expectations of this digitally native and socially conscious generation. Here are some key takeaways for better engaging Gen Z in the workplace:

• Prioritise Purpose: Gen Z wants to work for companies that align with their personal values. Emphasise your organisation’s mission, sustainability efforts, and community impact to attract and retain Gen Z talent.

• Offer Frequent Feedback: Unlike older generations who might be accustomed to annual reviews, Gen Z thrives on regular, real-time feedback. Create a culture of continuous improvement and open dialogue.

• Embrace Mental Health Conversations: Normalise discussions around mental wellbeing and make support services visible and accessible. Build a psychologically safe environment where vulnerability is accepted.

• Leverage Technology Thoughtfully: Gen Z is fluent in digital communication. Provide tools that enable efficiency and flexible communication, but also ensure digital wellness is part of your strategy.

• Design Flexible Work Models: Whether it’s hybrid schedules or results-based roles, Gen Z prefers autonomy over traditional 9-to-5 structures. Focus on output and trust, rather than time at a desk.

• Foster Inclusion and Diversity: Gen Z expects workplaces to be inclusive, equitable, and diverse. Ensure your hiring practices, leadership, and culture reflect a genuine commitment to these values.

• Communicate with Curiosity: Avoid assumptions. If you’re unsure of how Gen Z communicates or works, ask. They value authenticity and appreciate when others take the time to understand them.

• Support Career Development: Gen Z employees are motivated by growth. Provide clear pathways for progression, mentorship opportunities, and skills training.

By implementing these approaches, businesses can build stronger relationships across generations and harness the strengths Gen Z brings—innovation, empathy, and adaptability.