What motivates Gen Z in the workplace? Surprising findings

Understanding what motivates Generation Z (Gen Z) has become crucial for organizations aiming to attract, engage, and retain top talent. Born between 1997 and 2012, Gen Z is now entering the workforce en masse and will make up 25% of the workforce by 2025,¹ bringing with them a unique set of values, expectations, and motivations that differ significantly from previous generations.

As leaders and HR professionals, it's essential to grasp these differences to create work environments that appeal to Gen Z and bring out their best. Let's explore three highlights on the key motivators for Gen Z in the workplace, from groundbreaking new research from Marlee's Gen Z at Work Study.

Understanding Gen Z's workplace motivators

1. The detail-oriented digital natives

One of the most significant findings in the study that impacts how the generations align has to do with the way Gen Z conceptualizes the scope of work. There’s been a 56% decrease across the generations away from ‘big picture thinking.’

Unlike their predecessors, Gen Z thrives on details. Marlee's study revealed a staggering 117% increase in detail orientation across generations, with Gen Z leading the pack. This generation isn't satisfied with surface-level explanations or broad overviews. They want to dive deep, understand the intricacies, and master the specifics of their work.

A 117% increase in detail orientation across generations

Abstract goals and a lack of clarity around expectations will create a situation where Gen Z will disengage and struggle to find the motivation to stay on track. For early generations, they connect via aspiration and abstract ideas, an approach that Gen Z will struggle to adopt. 

In 2024, Gen Z now has the highest preference to connect via writing and reading. This has increased across the generations by 47%, while the desire to connect via speaking to others in voice has dropped by 25%. With such wildly different preferences, the probability of misinterpretation and miscommunication between the generations is high, but it’s also an opportunity for growth.

A 47% increase in connecting via reading and writing in Gen Z

What this means for workplaces: Provide comprehensive training programs and detailed job descriptions. When assigning tasks, break them down into specific steps and offer clear guidelines. Present information in a document or deck, followed up by an email or Slack afterwards to clarify. This approach will help Gen Z feel more confident and motivated in their roles.

🚀 Learn how to motivate your Gen Z team members remotely with Marlee's AI chatbot.

2. Flexibility is non-negotiable: balance working together and working apart

It’s no secret that the work environment has evolved. Earlier generations are very comfortable working in-person in offices alongside their teammates, whereas later generations are more productive in spaces where they can be alone with minimal disruptions to workflow. 

The study found a 17% decline in preference for social interaction as part of daily work across generations. Gen Z values flexibility and the ability to integrate work seamlessly into their lives. They're comfortable with remote work and prefer environments where they can focus without constant interruptions.

The study highlights that although there’s a shift towards more solo working environments for Millennials and Gen Z, all generations still gain some energy from being connected and engaged with each other at work. 

In terms of work culture, Gen Z feels connected to their team via the digital tools they use, like Slack, online communities, WhatsApp and video calls. So while a call to return to a 100% in-person office environment may feel natural for earlier generations to build culture, it likely feels unnecessary for Gen Z. 

Gen Z wants to work in a culture where everybody is treated as an individual, but one that’s supported by strong principles and values. 

A 17% decline in preference for social interaction as part of daily work across generations

What this means for workplaces: 

For remote and hybrid teams, it’s vital to have tools and technology that facilitate connection, no matter where teams are working from. Without regular contact, earlier generations will become disengaged and unmotivated. Yet if there’s too many meetings and not enough ‘deep work’ time, later generations are at risk of burnout and can become equally disengaged. There’s a balance to be found between working together and working apart. 

A big challenge workplaces will need to address is that Gen Z needs time to learn by observation and by directly engaging with feedback from others. This can help them to onboard rapidly and thrive, especially if they also have time in solo spaces to do their best work.

3. Inclusive and diverse work environments

Supporting Gen Z to find the workplace where they can thrive is a combination of a number of factors. The study uncovered that what they need from a role and a work culture is different to previous generations. 

Earlier generations are more motivated by job titles, achievement and walking to the beat of their own drum. Creativity and innovation are the dominant flavor of their working lives, coupled with a deep interest in the inner emotional worlds of their teammates and roles that expand their knowledge. 

Later generations, however, place greater importance on inclusivity, a trend that’s increased by 33% across the generations. 

They desire workplaces that are authentic and make it safe for everyone to be themselves, working in ways that bring out their best. So much so, that they’ll actively seek out a sense of belonging in prospective workplaces. It’s a noticeable shift from ‘me’ to ‘we’ at work also reflected in the findings.

Later generations place greater importance on inclusivity, a trend that’s increased by 33% across the generations

What this means for workplaces: Bringing Gen Z talent into a workplace has implications for culture and how hierarchy is conceptualized. Where Baby Boomers and Gen X respond to and respect role titles as a means of establishing authority, their Millennial and Gen Z teammates will mostly only follow people they like and feel personally connected to. 

It’s no longer about how an individual can fit into a culture, but more so about what new energy and value they can add. From onboarding to leadership development, Gen Z needs to be paired with someone who can offer immediate feedback on their performance.

Strategies to engage Gen Z in the workplace

Now that we understand some key highlights on what motivates Gen Z, let's explore some strategies to engage and inspire them in the workplace:

1. Leverage technology for efficient workflows: As digital natives, Gen Z expects workplaces to use up-to-date technology. Implement tools that streamline processes and enhance productivity.
2. Provide regular feedback: Gen Z is highly motivated by external feedback and validation. The study showed a 47% increase in seeking external opinions, research, and advice over the generations. Implement frequent check-ins and use digital tools for real-time feedback.
3. Create mentorship programs: Pair Gen Z employees with experienced mentors who can guide their career development and help them navigate workplace challenges.
4. Offer clear career progression: Gen Z wants to understand their growth potential and the steps to progress in the workplace. Develop transparent career paths that outline the steps and skills required for advancement.
   🌟 Explore Marlee's scalable AI-powered coaching programs to attract, engage, and retain your Gen Z team members.
5. Implement flexible work arrangements: Allow remote, hybrid, or office work environments to accommodate Gen Z's desire to work in the way that suits them.

Bridging the generational gap

Building a harmonious and productive work environment through empathy and understanding is important. Here are some tips:

1. Adapt communication styles: Gen Z prefers written communication over verbal. Adapt your communications by using Marlee’s compare generations boards. Answer questions about your work motivations and instantly compare your results with generational trends. Access personalized, real-time data for yourself and your team, bringing this research to life in your own context. 

2. Address stereotypes and misconceptions: Encourage open dialogue between generations to break down stereotypes and foster mutual understanding. Here’s how to run a team dynamics workshop.
3. Recognize and celebrate diverse perspectives: Encourage all employees to share their ideas and viewpoints, creating a psychologically safe culture where every voice is valued.
4. Create cross-generational teams: Facilitate knowledge sharing and collaboration by forming teams with members from different generations.

Motivating Gen Z in the workplace requires a nuanced understanding of their values, preferences, and aspirations. Organizations can unlock the full potential of this dynamic generation by creating an environment that aligns with their motivations – from providing detailed information to offering flexibility and continuous learning opportunities.

Remember, Gen Z brings fresh perspectives, technological savvy, and a strong desire to make a difference. By embracing their unique motivations and adapting our workplaces to meet their needs, we're not just securing the future of our organizations – we're shaping a workforce ready to tackle the challenges of tomorrow.

👉 Download the full report: Unlocking Gen Z at Work: A Generational Impact Study 2024