In the dance of generations at work, Gen Z takes the floor now. They will be the fastest growing generation in the workforce over the next decade. To attract this emerging talent, employers must consider key points General Mr looking for work.

or recent study of 11,495 of the highest-achieving high school students, college students and recent college graduates in the United States reveals the preferences, attitudes and goals of the next generation of workers.

The three main career motives for General Z

1. Entrepreneurship culture

General Mr is very entrepreneurial, 60% express the desire to start their own business. Leaders must create an entrepreneurial culture that nurtures innovation, creativity and risk-taking.

Encourage Gen Z employees to explore and develop their ideas, offering them opportunities to lead projects and initiatives. Foster an environment that embraces experimentation and learning from failure. Inciting one entrepreneurial cultureleaders can tap into Gen Z's entrepreneurial spirit, harnessing their innovative ideas and fostering organizational growth.

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2. Personalization and individuality

Gen Z wants personalization and wants to bring their authentic selves to work. 92% of Gen Z prefer to be able to customize their workspace. Leaders need to embrace individuality and create afreadable environment that allows for personal expression and customization.

Give Gen Z employees the freedom to design how, where, when and what they work. Encourage different perspectives and opinions, valuing the unique contributions each individual brings to the table. By embracing personalization and individuality, leaders can foster a sense of ownership and empowerment among Gen Z employees.

3. Impact and social purpose

Gen Z is deeply passionate about making a positive impact on society. 76% of Gen Z prioritize working for organizations that align with their values. Leaders must incorporate social impact and purpose into their organizational mission and values. Clearly communicate the organization's commitment to social responsibilities and highlight initiatives that contribute to the greater good.

Provide opportunities for Gen Z employees to engage in volunteer work, community service or sustainability projects. By integrating social influence into the workplace, leaders can attract and retain Gen Z talent, who are driven by a desire to create meaningful change.

Understanding and adapting to the expectations of Gen Z is essential for leaders to build successful organizations in the future. By cultivating an entrepreneurial culture that embraces innovation, encourages customization and individuality, and embraces social impact and purpose, leaders can expect to attract, engage, and retain the Mr. Gen.

Understanding the career drivers of Gen Z is part of the formula for effectively attracting and engaging young talent. The other part is understanding what factors they are considering when working for an employer.

According to another recent study of 14,483 Gen Z respondents in 44 countries, these are the top reasons Gen Z chooses an employer.

The top four reasons Gen Z chooses to work for a company

1. Good work-life balance

When it comes to choosing an employer, work-life balance is a key consideration for Gen Z. This generation grew up in a hyper-connected world, witnessing the potential downsides of an “always on” culture. They prioritize their well-being and look for employers who understand the importance of maintaining a healthy work-life balance. Gen Z wants flexibility, autonomy and the ability to pursue their passions outside of work.

To attract Gen Z talent, companies must prioritize work-life balance initiatives that foster a harmonious integration of personal and professional life.

2. Learning and development opportunities

Gen Z is a generation that values ​​continuous growth, seeking opportunities to acquire new skills, expand their knowledge and advance their careers. They give priority to employers who invest in them professional development and provide a clear path for progress.

To attract and retain Gen Z talent, companies must prioritize learning and development initiatives that align with their aspirations and foster a growth culture.

3. High salaries or financial benefits

Gen Z cites the cost of living as their top social concern, above unemployment and climate change. So, not surprisingly, salary is top of mind when choosing an employer. As they enter the workforce, Gen Z faces economic pressures and desires financial stability. They look for employers who offer competitive compensation packages and financial incentives.

Companies need to address Gen Z's financial aspirations and provide avenues for financial growth if they want to secure next generation talent.

Connected: Everything you need to know about hiring and retaining Gen Z talent

4. Positive workplace culture

Gen Z seeks an environment that is inclusive, collaborative and supportive, where they can thrive both personally and professionally. Gen Z values ​​a workplace culture that fosters strong relationships, encourages open communication and promotes a sense of belonging.

By prioritizing and fostering a culture of recognition and appreciation, leaders can create an environment that aligns with Gen Z's aspirations and values.

Gen Z is here, ready to make its mark on the world of work, and companies must adapt to effectively attract and engage this generation. Understanding General Mr career motivations and by aligning with the reasons they choose an employer, companies can create workplaces that inspire and retain Gen Z talent.