Gen Z is a growing force in the workforce, bringing their needs and preferences. Here are five workforce management strategies that fit today’s employees.
Most business leaders would agree that change is constant. And that claim has never been truer than right now. One shift that’s having a growing impact on the workplace is the emergence of Generation Z, the youngest generation of today’s workers, who are 28 years old and younger in 2025. Like every generation before them, their experiences are shaping their expectations and needs at work – prompting enlightened business leaders to rethink what works (and what doesn’t) in managing their current and future workforce. Especially with these newer, younger employees in mind, here are five workforce management strategies that fit today’s employees.
A Closer Look at Younger Workers
Gen Z employees have been maligned as lazy, unprofessional, and entitled – expecting rapid career advancement without putting in the work. But is the “disconnect” due to unrealistic expectations … or outdated leadership?
Let’s first take a look at who Gen Z is.
The Pew Research Center defined Gen Z as those born between 1997 and 2012. These “digital natives” are aged 13 to 28 in 2025. As McKinsey & Company points out, Gen Z identity has been shaped by “the digital age, climate anxiety, a shifting financial landscape, and COVID-19.” They grew up with technology and are highly adept at using it for shopping, dating, consuming news, learning, and communicating – tending to rely on texting, digital messaging, and social media for primary communications.
The same McKinsey & Company article highlights that many GenZers got their first jobs in the wake of the unprecedented global pandemic, rising inflation, and geopolitical conflict. The combination has created a generation of workers who, compared with the other generations, are:
- More likely than older workers to have gig work or multiple jobs
- Less likely than older generations to believe this period of financial insecurity will end
- More likely to believe that their full-time pay will not allow a good quality of life
- Less likely to feel fairly recognized and rewarded for their work
Sadly, McKinsey & Company found that Gen Z is facing an unprecedented behavioral health crisis. “US GenZers surveyed by McKinsey report the least positive outlook and the highest prevalence of mental illness of any generation.”
So, how well do the same old leadership strategies work for this generation? For all of today’s workers?
Top Workforce Management Strategies for Today
While it’s Gen Z workers that came of age most recently, the experiences that shaped their lives have impacted all workers. We all went through COVID-19, which disrupted businesses and households across the country and world. Digital connections and communications are a big part of all of our lives. (And, if not, those employees who are slow to adopt technology may need to upskill to keep up). Financial stress, while disproportionately affecting young people, weighs heavily on a broad range of workers and households.
So, when young people struggle at your organization, leaders have a choice. They can give up — potentially writing off an entire generation. Or they can ask themselves, “What can we do better?” and “What is the best way to lead during these times?”
Here are five characteristics of the workplace that young employees are seeking. We believe employees of all ages can benefit from workforce management strategies that consider this list, too.
1. Collaboration
Gen Z employees prefer working in teams, perhaps because they did so in high school or college.
Why it Matters: A lot of business work happens as a team, where every person contributes to the outcome of a task, project, or program.
Potential Challenge: A preference for teamwork can create an environment where young people are not interested in managing others. “Unlike previous generations, Gen Z workers don’t view the promotional ladder as the Holy Grail,” observes Kate Duchene, CEO of professional services firm RGP.
How to Adapt:
- Check your layers. Looking into the future, will your company be better served with a flatter hierarchy? Will fewer layers help to speed decisions? If so, start planning now to change the structure of how work gets done.
- Rethink career paths. Consider building and promoting valuable career paths that don’t require management roles. Lateral moves can give employees new, rewarding opportunities to learn and grow – and give companies knowledgeable, motivated workers who can bring new perspectives to established teams.
2. Transparency and Fairness
“Gen Z expects equitable treatment in promotions, pay, and opportunities. If they sense any sort of favoritism or lack of transparency, they disengage.” That observation is from Joe LeBlanc, leadership strategist and Bentley University lecturer.
Why It Matters: Employees of all ages will go the extra mile when they trust leadership and see a future for themselves in an organization.
Potential Challenge: For companies where promotions, raises, and project assignments are left to the discretion of the manager, the shift to clear, standardized processes can be uncomfortable – especially if the company maintains salaries and promotion decisions that are out of alignment with the new standards.
How to Adapt:
- Adopt a Skills-First Approach. Use skills data and documented performance metrics to make decisions, ensuring fairness and consistency.
- Plan for change. When introducing new policies and processes, execute a clear communication plan to introduce the changes. Establish clear, well-communicated criteria for promotions and compensation adjustments.
3. Personal Communication
Employees want to be heard and valued. What’s different today is the manner and level of communication that employees expect. Young people expect to be seen, heard, and taken seriously – not just informed about what is on the mind of company leaders. They also prefer digital communications over in-person or phone conversations.
Why It Matters: Keeping communication lines open helps employees stay engaged. A motivated, productive workforce increases an organization’s likelihood of achieving its goals and reducing high turnover rates. Engaged employees are also willing to take on more responsibility.
Potential Challenges: It takes more time and effort to connect with people individually compared with group emails or meetings. Also, companies with rigid policies for requesting time off may be challenged to consider whether a text that an employee sends to their boss is acceptable for securing PTO.
How to Adapt:
- Listen. Encourage open discussions where employees feel comfortable asking about career advancement opportunities. Consider casual settings such as coffee shops or a golf course to connect with workers individually.
- Redefine acceptable ways to communicate. Though still unconventional in many organizations, open up to the idea of using texts or messaging apps for “official” business communications. Clearly define what’s in and what’s out at work.
4. Mental Health Support
Gen Z is a generation that prioritizes a focus on mental health. At work, it’s not just about the job and work tasks; they want workplaces that prioritize psychological safety, support, and well-being.
Why It Matters: A supportive work environment improves productivity, engagement, and retention.
Potential Challenges: Many workplaces still struggle to integrate mental health support into their culture.
How to Adapt:
- Create a Culture of Wellness. Foster a culture that normalizes conversations about mental health and encourages employees to take care of themselves. Offer Employee Assistance Programs and wellness benefits, ensuring employees know how to access them.
- Manager Training. Train managers to recognize signs of burnout and stress and respond with empathy.
5. Scheduling Flexibility
American workers consider flexibility a top priority when choosing an employer. “They aren’t just concerned about being able to work remotely – they also want other types of flexibility in the workplace, most notably in when they work,” reports The Hill.
Why It Matters: Employees value autonomy in how they structure their work. Flexible scheduling can lead to higher job satisfaction, productivity, and retention.
Potential Challenge: Many companies still cling to traditional 9-to-5 schedules and in-person work despite evidence that flexibility can lead to better outcomes.
How to Adapt:
- Measure skills and performance, not hours. Consider implementing results-based performance metrics as a measure of success at work.
- Reevaluate policies. Use your performance data to consider the impact of adopting hybrid or remote work options. Introduce pilot programs that allow employees to adjust their work hours to accommodate personal responsibilities. Measure and communicate results – and refine policies as practical.
Workforce Management Strategies for Today and Tomorrow
Gen Z may be the newest generation in the workforce, but the strategies that help them succeed will likely benefit employees of all ages. Forward-thinking leaders who adapt to these changing expectations will not only attract and retain top talent but will also build a more engaged, resilient, and high-performing workforce. The workplace is evolving, and leadership must evolve with it. The question isn’t whether to adapt – it’s whether you want to lead the change or struggle to catch up.
If you’re reviewing your workforce management strategies to fit the needs and expectations of today’s employees, look for ways that a skills focus can support your shifts. Download Avilar’s Competency Management Toolkit for skills-based workforce management tips. Or contact us to see if Avilar’s WebMentor Skills™ can support your team.
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