Unlocking Gen Z: tips to boost workplace engagement

Is your Gen Z talent slipping away?

Imagine this: You’ve just hired a bright, tech-savvy Gen Z employee (Generation Z 1997–2012).   They bring fresh ideas and a contagious enthusiasm for change. But six months later, they handed in their resignation. Confused? Frustrated? You’re not alone. In Europe, nearly 1 in 5 Gen Z employees leave their jobs within six months. This statistic isn’t just a headache for HR—it’s a wake-up call for leaders.

If you’re noticing high turnover, low engagement, or struggling to understand what drives your youngest team members, the issue isn’t just about them—it’s about how workplaces must evolve.

Why is Gen Z struggling at work?

Gen Z entered the workforce at a time of unprecedented change. Raised in the digital age, they are the most educated and diverse generation in history—but also the most anxious. Their challenges are compounded by economic instability. In Southern Europe, youth unemployment remains alarmingly high, pushing many young professionals into precarious gig work. Add to this the lingering impact of COVID-19—which disrupted education, internships, and early careers—and you have a generation questioning the traditional way of working.

But here’s the twist: Gen Z isn’t just looking for a paycheck. They want purpose, flexibility, and authenticity. They’re more likely to leave a job that doesn’t align with their values or where they feel unheard. This is why they’re reshaping the workplace landscape.

What are the numbers telling us?

• • Engagement crisis: A 2022 Gallup Poll revealed that 54% of Gen Z employees are not engaged at work, the highest percentage of any generation.
  • High turnover rates: Nearly 20% of Gen Z employees in Europe leave their jobs within six months, citing a lack of purpose, mental health struggles, and poor work-life balance (Statista).
  • Mental health matters: According to the World Health Organization, Gen Z reports the highest rates of anxiety and depression. They expect employers to actively support mental well-being.

  These numbers tell a compelling story: Gen Z wants more than a job—they want a workplace where they can thrive, grow, and impact. And if they don’t find it, they will walk away.

Redefining work: from challenge to opportunity

Gen Z challenges us to rethink everything—from hierarchies and communication styles to work hours and corporate values. While this might sound daunting, it’s also an opportunity to build a more resilient and inclusive workplace.

• Build a culture of transparency. Gen Z grew up with unlimited access to information. Be open about company decisions, challenges, and goals.
• Encourage continuous feedback: Annual performance reviews won’t cut it. Offer real-time feedback and mentorship opportunities.
• Leverage technology: Invest in collaborative tools and digital platforms that resonate with digital natives.
• Promote social impact: Align corporate goals with social and environmental initiatives that benefit Gen Z.

Examples of innovative approaches

Creating a Gen Z Innovation Lab

• Why? Gen Z craves purpose and creativity. Giving them space to innovate fosters engagement and ownership.
• Example: L’Oréal’s Brandstorm competition lets young employees design disruptive products and solutions, fostering creativity and engagement.
• Your Move: Set up an internal “Gen Z Lab” where young employees can experiment, collaborate across departments, and tackle real-world problems.

Cross-generational job swaps

• Why? Facilitating knowledge exchange bridges the generational gap. Gen Z learns from experienced colleagues, while senior employees gain fresh insights.
• Example: Siemens initiated a reverse mentoring program where Gen Z employees coach senior leaders on digital trends.
• Your Move: Implement “Job Swap Weeks,” where different generations exchange roles to build empathy and collaboration.

The future workplace: adaptable and inclusive

The workplace is evolving, and Gen Z is driving the change. Instead of viewing their demands as unreasonable, see them as a roadmap for building a resilient, dynamic, and inclusive workplace.

• Flexibility is key: Hybrid work models are no longer a luxury—they’re a necessity.
• Mental health support is non-negotiable: Access to counseling, mental health days, and workplace wellness programs should be standard.
• Diversity isn’t just a buzzword: Companies must go beyond policies and actively foster inclusive cultures where all voices are heard.