Hiring Gen Z? Rethink Your Leadership, Pay, and Benefits to Keep Top Talent
Gen Z isn’t difficult to work with. They just expect workplaces to evolve with the times. If you’re struggling to hire or retain them, it’s time to rethink leadership, pay, and benefits.
This generation approaches work differently. They grew up with technology, remote communication, and on-demand knowledge. They also entered the workforce during COVID layoffs and economic instability, so they see job movement and side hustles as practical career strategies. If you don’t pay them competitively, they will job hop or work multiple gigs. It’s not personal—it’s financial survival.
What Gen Z Expects from Employers
Flexibility in Work and Communication – They’ve always used technology to stay connected. They expect remote or hybrid work options.
Total Compensation, Not Just Salary – Pay matters, but benefits need to be rethought. Traditional packages don’t always resonate. Consider offering:
Gym memberships or wellness stipends to support physical health.
Mental health benefits that include therapy and mental health days for stress support.
Student loan repayment assistance to ease financial pressure.
401(k) matching and financial education to help them build long-term stability.
Pay Transparency and Fair Compensation – Gen Z expects clear pay structures. They don’t wait around for raises or to be paid fairly—they will switch jobs to get paid what they’re worth.
Side Hustles Are Normal – If their paycheck isn’t enough, they will find ways to supplement it. Don’t assume they are disengaged—it’s a necessity for today’s financial climate.
Be a Human First – They expect leaders to treat them like people, not just employees. That means:
Respecting work-life boundaries.
Allowing time off for mental health, family, and personal needs.
Recognizing that burnout is real—and addressing it before they leave.
How Employers Can Adapt
If you want to attract and keep high-performing Gen Z employees, consider these shifts:
Offer hybrid or fully remote work options—work doesn’t have to be in an office.
Update benefits to include wellness, mental health, and financial support.
Be transparent about pay, promotions, and raises. If you aren’t upfront, they will find out anyway.
Accept that side hustles and job hopping are part of the modern workforce. Pay competitively, or they will move on.
Set clear expectations, but avoid micromanaging. Give them responsibility and trust them to deliver.
Lead with empathy. Being a human-first leader builds loyalty and engagement.
