- Focus on employees’ career pathways. Gen Z wants a clear route forward in their careers and in their employing organizations.
- Consider student debt support. Ninety-three percent of Gen Z students expect to live at home even after landing their first job and 41% expect tuition reimbursement for post-graduate degrees.
- Convey and be true to your corporate values. The next generation wants to work for organizations with values that resemble their own.
Employers looking to tap into the workforce’s youngest talent need to have career pathways and development opportunities clearly defined, according to the results of a new study from the National Society of High School Scholars.
In addition to traditional health benefits (72%) and paid time off (63%), the society’s 2024 Career Interest Survey found the next generation of workers want flexible schedules (61%), in-person training (67%), leadership development training (48%) and tuition reimbursement for advanced degrees (41%).
The survey polled more than 10,000 Americans in their late teens, most of whom were either recent high school graduates or were close to graduating high school. These students, members of this honor society, had an average grade point average of 3.72.
Looking specifically at what this segment of Generation Z wants in their work experience, most important was gaining skills to advance their careers (86%), with pathways to promotion (44%) coming in second.
The survey also revealed some long-reaching impacts of the pandemic, with nearly half (46%) of survey respondents expressing an interest in medicine or health-related fields and more than half (57%) reporting clear health and safety guidelines as the most important factor when it comes to work conditions.
Politically Engaged and Tech Savvy
While Gen Z (in general, those born between 1997 and 2012) shares a similar desire for flexibility and work-life balance with other generations, they appear to be more focused on clear pathways to promotion and opportunities to move into management roles than those who entered the workforce before them, said Keith Spencer, career expert at FlexJobs.
These future workers are also politically and socially engaged, and they’re looking for employers with values that align with their own on issues such as social justice and climate change.
“The emphasis on ethical and socially responsible employers is likely a distinguishing characteristic of Gen Z,” Spencer said.
With an election on the near horizon, this generation is more engaged than ever, agreed Julie Voges, the HR consulting practice leader at OneDigital Florida and Georgia.
“Concerns about the environment and healthcare top the list, and Gen Z wants to see leaders talking about and implementing forward-thinking policies. This includes potential employers,” Voges said. “Gen Z and millennials want to be associated with employers that proactively protect the environment, and will eliminate companies from a job search whose corporate values fail to align with their personal values.”
These workers will also bring a familiarity with technology that employers haven’t seen before — experience that is more relevant than ever with the rise of artificial intelligence (AI), Voges said.
“As the first generation of ‘digital natives,’ Gen Z has never known a world without the internet,” she said. “AI is something that will be baked into new jobs and become part of a new way of doing business. We anticipate Gen Z will have an advantage here and that the more traditional way of assuming subject matter experts are your tenured employees may transition to subject matter experts regardless of age or experience — providing new opportunities for young professionals to shine.”
Tailor Your Rewards
While benefits such as work-life balance and flexibility are generally important to employees regardless of age, it may also behoove total rewards professionals to explore rewards offerings specifically tailored toward the needs of younger generations, Spencer said.
“Student debt support might disproportionately benefit millennials and Gen Z, but it could be a worthwhile investment for employers, given that 41% of survey respondents indicated that student loan debt has or will prevent them from pursuing their passions,” Spencer said.
Additionally, the vast majority of Gen Z students (93%) expect to live at home for at least six months after securing their first job, which highlights the economic impact of the rising cost of living on early career independence, Spencer added.
“Employers that are thoughtful about assisting with student debt and providing internships and scholarships to prospective employees will have an edge over their competitors who miss addressing this key concern,” Voges said.
As always, solicit feedback directly from your own workforce — regularly gather insights from your employees and analyze data on the usage of existing offerings, Spencer said.
Look beyond your mission and vision and craft a compelling employee value proposition, Voges added.
“Employees are looking for your brand and your promise. What will you do for them?” Voges said. “This is critical, as much of what goes into this total rewards conversation sits outside the compensation discussion. Employers that design an employee value proposition around building an employee experience that offers meaning, autonomy, growth, impact and connection will win the hearts of this emerging generation.”
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