How to Onboard and Engage Gen Z

In today’s rapidly evolving workforce, understanding and effectively integrating Generation Z (Gen Z) into your organisation is crucial for long-term success. By 2030, Gen Z will account for 30% of the workforce, bringing with them unique perspectives, technological fluency and a preference for purpose-driven work environments.

With the oldest members of the group turning 28 in 2024, Gen Z loosely refers to anyone born between 1996 and 2010. Unlike the job-hopping Millennial Generation above them, Gen Z are looking for somewhere to build a career, with 34% of Gen Zers planning to stay at their current organisation for at least 5 years.

Understanding Gen Z: What They Want in the Workplace

Gen Z is characterised by a desire for flexibility, meaningful work and authentic connections in their professional lives. They prioritise:

• Flexibility and Remote Work: 39% of Gen Zers are specifically looking for workplaces that allow flexibility to work from home. This jumps to 71% when looking at Gen Zers that already work in remote or hybrid setups. Providing flexibility in work location and hours can significantly enhance their job satisfaction as Gen Z is increasingly drawn to opportunities that value their productivity and impact rather than hours worked.
• Company Culture and Values: Gen Z seeks authenticity and transparency in organisational culture. They are drawn to companies with a clear mission that align with their values, including diversity, equity and inclusion initiatives, with 71% of Gen Zers specifically looking at company diversity when job hunting.
• Career Development: As Gen Z enters the workforce, they are keen to acquire a broad range of skills. 80% of Gen Zers would prefer a job that offers opportunities for continuous learning and growth, rather than roles specialising in just one skill set. Having supportive managers who care about their personal and professional development is crucial.
• Technology Integration: Raised in the digital age, Gen Z expects workplaces to leverage technology seamlessly. 70% of Gen Z employees would consider changing jobs if it meant gaining access to tools that would boost their productivity.
• Mental Health Support: Gen Z values workplaces that prioritise mental health and offer support and resources to manage stress. 72% of Gen Zers want to be able to talk about mental health openly in the workplace.

Creating an Effective Onboarding Experience

Gen Zers are typically onboarding into junior roles and the onboarding process sets the tone for their long-term engagement and productivity. An engaging onboarding experience not only helps them to quickly adapt to company culture but also boosts their confidence and job satisfaction. By investing in a well-structured onboarding experience, employers can foster a sense of belonging and purpose, which enhances retention and aligns with Gen Z's desire for meaningful work and career growth.

• Interactive Digital Content: Utilise digital platforms for onboarding materials that allow Gen Z employees to learn at their own pace and automate administrative tasks. Incorporate interactive elements, such as videos, simulations and collaborative activities, to keep them engaged.
• Mentorship: Gen Z values strong connections and supportive networks. Pair new employees with mentors or buddies for guidance, support and integration into the company. New hires with buddies are 36% more satisfied with their onboarding experience compared to those that don’t.
• Goal Setting & Career Growth: Establish clear goals and expectations to guide performance and professional development from the start. Provide new employees with a 30-60-90 day plan to outline their goals and tasks in their new role. This will help them stay focused, provide a clear path to follow, and offer a sense of accomplishment and security as they complete each milestone.
• Regular Check-ins & Feedback Mechanisms: Ensure that new employees have regular check-inis with their manager to address questions, provide feedback and track progress. Gen Z values having a connection with their manager, with 79% wanting a manager who is equally invested in their personal development as in their professional growth.
• Company Culture: Immerse new hires in the company’s values, mission, and social environment to foster a sense of belonging. With 85% of Gen Z valuing a company mission that makes their work feel important, use the onboarding process to clearly demonstrate how their role supports the company’s mission.

Embracing Gen Z for Long-Term Success

Effectively onboarding and engaging Gen Z requires a tailored approach that aligns with their expectations and preferences. As this generation becomes a significant part of the workforce, understanding their need for flexibility, meaningful work and authentic connections is crucial for organisational success. By providing a well-structured onboarding process that includes interactive content, mentorship, clear goal-setting and regular feedback, companies can create a supportive environment that fosters growth and employee satisfaction. Emphasising company culture and demonstrating how individual roles contribute to the broader mission will not only attract, but also retain Gen Z talent.