How to engage Gen Z in the workplace

As more Gen Z employees join the workforce, employers are beginning to feel their impact, and not just when it comes to salary expectations.

While salary is key, this generation of workers is looking for more than just a payslip. They value purpose, growth, and wellbeing, and they are not afraid to move on if those needs are not met. That means traditional employee engagement strategies may no longer be enough to keep them motivated and loyal.

In this article, we explore five practical ways employers can better engage, support, and retain Gen Z talent in a fast-changing world of work.

Learn more about attracting and retaining young talent in our guide.

Why engaging young talent in the workplace is essential

Workers born between the late 1990s and early 2010s, commonly known as Generation Z, have become a major presence in today’s workforce. With fresh ideas, digital confidence, and a strong sense of direction, they’re already helping shape the future of work and bringing real value to the organisations that know how to support them.

However, according to our research, 44% of under-30s in the UK are planning to look for a new role this year. That’s a considerable share of the workforce actively exploring new opportunities. Not out of disengagement, but because they’re confident in their value and prepared to walk away from roles that don’t meet their needs.

For employers, this represents both a challenge and an opportunity. Those that can adapt to better engage and retain Gen Z stand to benefit from their drive, creativity, and forward-thinking mindset, while those that can’t risk falling behind.

What motivates Gen Z at work?

Before diving into practical strategies, it is important to understand what actually drives Gen Z employees in the workplace.

Our research has found that this generation brings a strong sense of self-worth and clear expectations around pay, progression, flexibility, and values. Crucially, they’re looking for fairness, purpose, and clarity from day one.

With those factors in mind, let’s explore five ways employers can strengthen engagement and make Gen Z feel support at work.

1. Be open about pay

Employers that are dodging difficult questions around pay in discussions and interviews with candidates need to rethink when it comes to Gen Z. These digital natives have grown up with access to salary data, pay transparency movements, and online comparisons tools.

As a result, this generation are well-informed and confident, and they expect openness from their employers. We found that:

• 73% feel confident negotiating salary
• 67% are comfortable asking for a pay rise
• 65% won’t apply for roles without a salary range

So, employers increasingly need to be transparent around pay and how pay reviews work, as this can make a big difference in how their organisation is perceived. Doing so demonstrates a commitment to fairness, honesty, and treating employees like adults.

Start by including salary ranges in job adverts where possible and explaining during interviews how performance affects pay. This kind of open communication can significantly improve trust and employee engagement, especially among younger hires.

2. Show a clear path for grow

Gen Z are forward thinking, and they are not afraid to ask about career progression. As a result, they want employers who can help them on their journey.

Almost half of the under-30s we surveyed expect to see clear promotion opportunities within their first two years in a job, and they’re not just talking about titles. They want to learn new skills, take on challenges, and see tangible progress.

So, to keep Gen Z engaged, employers need to show them what progression within their workforce looks like. That can mean:

• Setting our clear promotion criteria
• Offering regular check-ins or development reviews
• Making space for learning, training, and mentorship

Crucially, employers should not separate development from pay. With 88% of young workers wanting to understand how performance affects compensation, making these links visible is key to engagement.

3. Building flexibility into the everyday

For young professionals, flexible work isn’t viewed as a perk, it’s what they expect from their employers. Many entered the workforce just before or during the pandemic, and they’ve seen firsthand that jobs can be done differently.

Whether it’s flexible hours or extra time off, this generation isn’t looking to go backwards, with our research showing that:

• 44% of Gen Z say flexible hours would tempt them to move jobs
• 43% say additional leave would do the same
• 63% would consider taking less pay for better benefits

As a result, organisations still operating with strict hours or rigid schedules may find it difficult to engage and retain top young talent. That doesn’t mean employers need to throw structure out of the window to cater to this generation. It means looking at where flexibility can realistically be offered and being honest when it can’t.

By focusing on results, offering autonomy, and supporting work life balance, employers can create an environment where young professionals thrive.

4. Make work feel meaningful

Like most generations, Gen Z want to know their job matters. However, they appear to be more values-led than their predecessors, and as a result they’re paying close attention to what employers stand for.

Whether it’s sustainability, ethics, diversity and inclusion, or community involvement, Gen Z want to see organisations truly living their values. But it’s not just about mission statements or marketing. They want those values to show up in leadership, in how teams are run, and in how people are treated.

So, to try and ensure Gen Z remain engaged at work, employers should:

• Be clear about their purpose and why it matters
• Help people connect their role to a bigger picture
• Give employees a voice in shaping purpose-driven projects
• Highlight how actions reflect stated values

5. Put mental health and wellbeing front and centre

Mental health is an important subject for Gen Z. They are more open about it than previous generations and they want employers to be, too.

So, if organisations aren’t talking about mental wellbeing or offering any kind of support, they risk sending the message that people have to hide how they’re feeling. That’s not going to cut it with a generation that values openness, support, and real care.

So, what does meaningful mental health support look like? Think:

• Mental health days or wellness leave
• Access to wellbeing platforms or counselling
• Managers trained in mental health awareness
• A workplace culture that doesn’t glorify overworking

Creating psychological safety, where people feel like they can speak up, ask for help, and bring their full selves to work, is key to long-term engagement among young workers.

The bottom line: Support, structure, and purpose

Engaging Gen Z in the workplace doesn’t mean guessing what they want. It means listening, adapting, and being willing to have honest conversations. This generation knows their worth. They want to do good work, learn, grow, and feel part of something that reflects their values. And they’re not afraid to walk away from employers who can’t offer that.

But the good news? If employers can meet those expectations with transparency, flexibility, purpose, and support, they can set themselves up to hire and retain the best Gen Z has to offer.

Explore our full research on young talent for more insights.