How to Navigate Gen Z's Workplace Preferences

In my newest series on Gen Z in the workplace, I’ve been tackling the issue of leaders bridging their disconnect with Gen Z. To get there, leaders need to better understand Gen Z’s unique values and their expectations in the workplace. In my last post, I focused on purpose, flexibility, and diversity & inclusion. In this post, I focus on career development, technology, and mental health. ➡️ Career development and continuous learning are significant for Gen Z. This generation desires opportunities for growth beyond traditional linear progression and promotion. Providing avenues for learning, skill-building, and personal development help this generation feel valued. Not surprisingly, according to Linkedin’s 2023 Workplace Learning Report, the #1 way that companies are working to improve employee retention is by offering more learning opportunities. Leaders should see this as a plus! Developing employees is a “win-win:” employees love it, and it is far more economical to retain and grow employees than to hire and churn them. ➡️ Being tech-savvy is a defining characteristic of Gen Z. They have grown up in a digital age and they expect a work environment that embraces technology. It's crucial for leaders to recognize that the Gen Z affinity for tech integration is a normal part of their work style, rather than a need for constant stimulation. Leaders should be thrilled with the tech forward nature of Gen Z: when harnessed well, Gen Z can lead the way and reverse mentor others in the organization. ➡️ Finally, mental health is a high priority for Gen Z. They seek workplaces that prioritize employee well-being and offer resources for both physical and mental health. Leaders should acknowledge the importance of mental health and provide the necessary support systems to create a healthy and supportive work environment. The good news is that Gen Z may articulate the importance of well being and workplace support; the better news is that any added support and resources will benefit employees well beyond the bounds of Gen Z. I started this series with a nod to the graduating classes who will be joining our working ranks soon, so let’s get ready to give Gen Z a warm welcome to work! Please jump in via comment with any additional advice. #management #leadership #leadershipdevelopment #management #humanresources #DEI #diversity #inclusion #education #workplacediversity #diversityandinclusion #GenZ

Gen Z is demanding a lot from employers. Personally, I want to see them win. They are only asking for are long overdue corrections to the difficult and often abusive workplaces my generation has endured. Here are just a few of the things that would make all of our lives better: ✅ Flexible schedules including hybrid work, remote options, and the ability to choose when and where they work, as long as they can do the job well. ✅ Corporate commitment to the greater good, especially around social impact, inclusion, and environmental sustainability. ✅ Robust mental health benefits, support systems, and a culture that acknowledges the whole individual. ✅ Investment in continuous learning, and transparency around career mobility and advancement opportunities. ✅ Workplaces that embrace digital tools, AI, and tech-forward solutions for collaboration and productivity. ✅ Maintaining a healthy work-life balance that respects boundaries and makes room for personal time and life outside of work. Want more hours? Pay for it. ✅ Less rigid chains of command and more collaborative, egalitarian teams where every voice is valued. These aren’t “entitled” demands. And expecting younger generations to suffer because we did is cruel. If you’ve ever felt stuck in hustle culture, pressured to always be online, or been afraid to take a mental health day, just know that Gen Z is demanding a workplace where that’s no longer the norm. Let’s not just watch Gen Z lead this shift—let’s back them up. 👉 What would your career have looked like if these norms had been in place from day one? 🎉You've got this and I've got you!🎉 ♻️ Repost to help change or workplaces 🔔 Follow Sarah Baker Andrus for more career strategies 📌Want job search support? DM me to chat!

My work lately sits at a unique crossroads: supporting K12 education while partnering with industry leaders to navigate what’s next. And one thing is crystal clear: The future of work is not what many of us grew up preparing for. Across industries, I am seeing and hearing a powerful shift happening right now: the rise of fractional work and portfolio careers, especially among Gen Z. Young professionals today don’t want to climb one ladder in one place for 30 years — they want to build a mosaic of experiences, contribute to meaningful projects, and continuously grow in flexible, adaptive ways. At the same time, in our schools, we’re still too often preparing students for linear career paths, focusing on content mastery over skill agility, and prioritizing compliance over creativity. As one Gen Zer told me "we don't see a ladder, we see a lattice" When I work with superintendents, school leaders, and educators, I keep coming back to one guiding question: Are we truly preparing students for their future — or are we still stuck in preparing them for our past? This is where my consultancy sits at the moment, bridging the gap by creating opportunities that expose young people to real-world, fractional, purpose-driven work. We’re connecting education and industry in ways that model the future we say we want for our students — flexible, collaborative, and impact-focused. Oh...and if you're wondering.....AI is central to it all! If we want students to lead and innovate tomorrow, we must start by changing how we guide and empower them today. #FutureOfWork #EducationLeadership #GenZ #CareerReadiness #FractionalWork #Trust2Progress #PreparingForTheFuture