Look around your workplace. Chances are, the new faces joining your team aren’t just young — they’re Gen Z. And they’re not easing their way in. They’re rewriting the rules.

Born between 1997 and 2012, Gen Z is the first generation to grow up entirely online. They’re bold, values-driven, and not afraid to challenge the way things have always been done. By 2025, they’ll make up over a quarter of Australia’s workforce — and that number is only going up.

Whether you’re onboarding interns or leading a multigenerational crew, one thing’s clear: understanding Gen Z in the workplace isn’t optional. It’s the key to building stronger, more engaged teams today — and into the future.

2.Who Is Gen Z? Understanding the generation

Gen Z has grown up in a very different world. They’ve never known life without the internet. They’ve come of age during global crises, political polarisation, and rapid technological change. Many entered the workforce during a global pandemic — a time of massive disruption and uncertainty.

All of this has shaped their values, expectations, and approach to work. They’re independent, socially conscious, and highly adaptive. They want their work to feel meaningful, their voices to be heard, and their wellbeing to be supported.

Here’s what sets them apart:

Tech-native from day one

Gen Z can troubleshoot, multitask, and find information fast — but they also expect tech to just work.

Purpose-driven

They care deeply about the social and environmental impact of their employer. And they want to know that their work is meaningful.

Diversity-first

Inclusion isn’t a bonus — it’s a baseline. They expect workplaces to walk the talk on equity and representation.

Feedback-focused

They’ve grown up with instant feedback loops (likes, comments, followers), and they want the same in their careers.

Mental health aware

Gen Z talks openly about burnout, anxiety, and work-life balance — and they expect their employer to do the same.

They're curious, creative, and deeply values-led. But they can also be misunderstood, especially by leaders used to managing Gen X or Millennials.

3. Gen Z expectations in the workplace

Gen Z isn’t just looking for a job — they’re looking for alignment. They want to work somewhere that reflects their values, supports their wellbeing, and offers real opportunities to grow. If those boxes aren’t ticked, they won’t hesitate to walk.

This generation doesn’t separate “work” and “life” the way older generations did. They see their job as part of their identity, and they expect it to feel meaningful, inclusive, and flexible.

So what exactly do they want from the workplace? Here are the big ones — and why meeting them matters for long-term engagement, loyalty, and performance.

Flexibility, not just location freedom

Yes, they like working remotely. But it’s bigger than that. Gen Z wants flexibility in how they work, when they work, and how their success is measured. It's about trust and autonomy — not just where they sit.

A sense of purpose

Gen Z employees want to feel connected to the “why” behind their work. Whether it’s contributing to a mission or helping a customer, they want to know that their efforts matter. This doesn’t mean your company has to save the world — just be transparent about your impact and values.

Support for mental health

It’s not just about offering an EAP. Gen Z in the workplace look for psychologically safe environments where burnout is taken seriously, workloads are manageable, and vulnerability is okay. This includes regular check-ins, empathetic leadership, and modelling work-life balance from the top.

Inclusive workplace culture

Gen Z expects real inclusion — not just policies, but behaviour. That means using correct pronouns, calling out bias, and actively making space for every voice. Diverse representation in leadership and decision-making is key.

Rapid feedback and recognition

Waiting six months for a performance review? Not going to cut it. Gen Z wants timely feedback and recognition that feels authentic. Whether it’s a shoutout on Slack or a Prezzee gift card for a job well done, what matters is that it’s seen and felt.

Career growth and learning

They’re ambitious, and they don’t want to stagnate. Gen Z in the workplace expect clear paths for development, access to learning, and support to grow in their roles. If they can’t see a future with you, they won’t stay.

Meeting these needs helps retain Gen Z talent — and builds a stronger, more future-proof team overall.

4. Managing a Gen Z team: What works and what doesn’t

Managing Gen Z in the workplace isn’t about throwing out your leadership playbook — it’s about knowing which parts to update. This generation brings a fresh mindset to work: they value collaboration over command, autonomy over micromanagement, and meaning over metrics.

If you want them to engage, grow, and stick around, you’ll need to adapt your style. That doesn’t mean lowering the bar — it means raising your leadership game.

Here’s what actually works with Gen Z in the workplace, and what’s better left behind.

What works:

Regular, two-way feedback

Think micro-feedback. Small comments, frequent check-ins, and open convos. Ask things like, “What’s working for you this week?” or “What support would help right now?” Make feedback a dialogue, not a download.

Clear and human communication

Gen Z doesn’t do corporate jargon. Be direct, transparent, and empathetic. Let them know what’s going on, even when things are tough.

Personalised development plans

Forget cookie-cutter career paths. Help Gen Z build a development journey that feels meaningful to them. Let them explore stretch projects, mentoring, or shadowing — and revisit it regularly.

Celebrating progress, not just outcomes

Wins aren’t always about finishing the project. Sometimes, just surviving a tricky week is worth recognising. A Prezzee gift card, a virtual kudos wall, or a team lunch can all keep morale high.

What doesn’t:

Micromanagement

This is the fastest way to lose their trust. Set clear expectations, give them room to work, and check in supportively (not intrusively).

Clunky systems and outdated tech

If your internal tools feel like they’re from 2009, Gen Z will be frustrated fast. Invest in platforms that support collaboration, not roadblocks.

Rigid hierarchies and red tape

Gen Z in the workplace prefer flat-ish structures where ideas matter more than titles. Don’t shut them down with “we’ve always done it this way.” Invite fresh thinking.

5. Motivating Gen Z employees

Motivating Gen Z takes more than a pizza party or a pat on the back. This generation is driven by meaning, recognition, and the chance to make a real impact — not just clock in and zone out.

They want to know that what they’re doing matters, that their ideas are valued, and that they’re growing as they go. When you tap into those needs and give them space to thrive, they’ll bring energy, creativity, and fresh thinking to the table.

Here’s how to motivate them in ways that actually land:

Recognition that’s meaningful

Tailor your praise. Some may love public recognition. Others prefer a private message or thoughtful reward. Show appreciation with personalised, instant digital gifts that allows them to choose something that actually excited them

Tie tasks to a bigger impact

Help them see how their work connects to customer outcomes, business goals, or community benefit. Even admin tasks feel better with context.

Let them lead something

Even junior team members thrive when given ownership. Whether it’s a campaign, a project, or a new system, trust them to figure it out — and support them as they go.

Build in creativity and experimentation

Have a “new ideas” channel. Let them pitch improvements. Run mini innovation sprints. Gen Z thrives in spaces where they can contribute and co-create.

Offer autonomy with accountability

They don’t need to be babysat — but they do need clarity. Set outcomes, agree on timelines, and let them own the process.

6. Building a Gen Z-friendly team culture

Culture is everything — and Gen Z knows it.

For Gen Z, culture isn’t just about perks or posters — it’s about how a workplace feels day to day. It’s whether people feel safe to speak up. Whether leadership walks the talk. Whether inclusion is embedded, not just advertised.

This generation is quick to sense inauthenticity, and even quicker to disengage when the vibe is off. So if you want to attract and keep Gen Z talent, it’s not just about what you offer — it’s about what you model, celebrate, and reward.

The good news? A culture that works for Gen Z tends to lift the whole team. Here’s how to shape one they’ll want to be part of:

Create psychological safety

Gen Z thrives in environments where it’s safe to speak up, ask questions, and admit mistakes without fear of judgement. That kind of culture doesn’t happen by accident — it comes from leaders who model vulnerability, encourage curiosity, and respond to missteps with support, not shame. When people feel safe to be real, they do their best work.

Foster connection and belonging

Culture is built in the small stuff — weekly rituals, casual conversations, shared wins. Gen Z values connection, but they won’t force it. That’s where leaders can create space for it to happen organically. Think Friday “shoutouts,” team Slack threads for non-work chat, or monthly lunches. When people feel like they belong, they stick around.

Use tech that supports hybrid work

Whether your team is fully remote or a mix of in-office and online, seamless collaboration is non-negotiable. Gen Z expects tech to be fast, intuitive, and flexible — not clunky or outdated. Tools like Notion, Trello, Slack, or Miro make it easy to stay connected, brainstorm, and build momentum no matter where people are logging in from.

Embed your values in real ways

Gen Z is watching for consistency. If your company says it cares about sustainability or social impact, they’ll expect to see that reflected in how you operate. Let teams volunteer, choose causes to support, or donate rewards (like Prezzee gift cards) to charities they believe in. Values aren't just for your ‘About Us’ page — they should live in your everyday decisions.

7. Creating a better workplace for everyone

Managing Gen Z well isn’t a side project. It’s a future-proofing move.

When you create a culture that supports Gen Z’s needs — things like flexibility, feedback, growth, and belonging — you’re not just making one group happy. You’re building a better experience for everyone on the team. These shifts lead to stronger trust, deeper engagement, and a culture where people actually want to stick around.

And when it comes to appreciation? Prezzee’s gift cards make it easy to show you care in a way that feels instant, personal, and flexible. Because when your people feel seen, valued, and empowered, they don’t just perform — they thrive.

FAQs: Managing Gen Z in the workplace

Gen Z is bringing fresh expectations and energy into the workplace — and they’re changing the way leadership, culture, and communication look. Here are some quick answers to common questions about managing, motivating, and retaining Gen Z employees.

What are the differences between Gen Z and Millennials in the workplace?

While both generations value purpose and flexibility, Gen Z tends to be more vocal about their boundaries, mental health needs, and expectations around tech. They’re also faster to move on if they’re not feeling seen or supported.

How do you discipline Gen Z in the workplace?

With care and clarity. Start with a private, respectful conversation focused on behaviour and outcomes. Use it as a chance to understand what’s going on, not just correct mistakes. Growth is the goal — not punishment.

How is Gen Z influencing leadership in the workplace?

They’re driving a shift toward more empathetic, collaborative leadership. Managers are being asked to be more transparent, accessible, and emotionally intelligent. And that’s good for everyone.

How do you retain Gen Z employees?

Focus on continuous learning, regular recognition, flexibility, and wellbeing. Offer tangible development pathways and keep the culture inclusive. Recognition — like a Prezzee gift card — doesn’t hurt either.

What is most important to Gen Z in the workplace?

A sense of purpose, work-life balance, mental health support, frequent feedback, and inclusive leadership.

What leadership style does Gen Z prefer?

Coaching over commanding. Listening over instructing. They want leaders who trust them, develop them, and treat them like adults.