The workplace is changing, driven by technological advancements and evolving workforce expectations. At the forefront of this shift is Generation Z, the first digital-native** generation, who bring unique perspectives and needs to the work environment. Shaped significantly by their experiences during the COVID-19 pandemic, Gen Z employees are redefining what they seek in a job, placing emphasis on work-life balance, flexibility, and opportunities for personal and professional growth. To attract, hire, and retain this generation effectively, companies must understand their priorities and adapt their hiring and workplace practices accordingly.
Who is Gen Z?
Gen Z includes individuals born between 1997 and 2012. During the pandemic, this generation ranged in age from around 8 to 25 years old. Older Gen Z members were in college, starting their careers, or working entry-level jobs, while younger members were navigating middle and high school.
This unique experience, marked by remote schooling, social isolation, and economic uncertainty, has influenced how they approach work and life.
The Pandemic’s Impact on Gen Z Skills
The COVID-19 pandemic disrupted traditional learning and early career experiences, impacting the development of several key skills among Gen Z. With remote learning and limited social interactions, many Gen Z workers experienced a reduction in face-to-face communication, resulting in underdeveloped interpersonal and collaborative skills. Additionally,
Conflict resolution and professional networking—usually honed through in-person engagements—were hindered by digital-only interactions.
Public speaking and presentation skills also suffered, as presenting through a screen did not replicate the dynamics of addressing a live audience.
These skill gaps highlight the importance of workplace structures that support learning and development through mentorship and hands-on experiences.
Difficulty Interpreting Social Cues and the Importance of Soft Skill Development
Another skill area affected by Gen Z’s pandemic experiences is their ability to interpret social cues in professional settings. Social cues—such as body language, tone of voice, and facial expressions—are critical in understanding context and responding appropriately in workplace interactions. For Gen Z, much of their communication during formative years happened through screens, where subtleties like non-verbal communication are often minimized or lost. As a result, some Gen Z employees may struggle with picking up on these cues in real-time, which can impact team collaboration, client interactions, and overall workplace relationships.
The Role of Onboarding and Ongoing Soft Skill Development
To address this gap,it is essential to incorporate soft skill development into onboarding and continuous training programs. Effective onboarding should go beyond technical training and include interactive workshops that focus on communication, teamwork, and recognizing social cues.
Providing in-person or hybrid training sessions that emphasize role-playing, collaborative exercises, and real-time feedback can help Gen Z employees build confidence in these areas.
Ongoing soft skill development should also be part of an organization’s training strategy. Regularly scheduled workshops and mentorship programs can reinforce these skills, ensuring that younger employees continue to improve their ability to interpret and respond to social cues effectively. This type of investment not only supports professional growth but also strengthens workplace culture by promoting better understanding and collaboration across teams.
What Gen Z Values in a Workplace
To attract Gen Z, it’s essential to understand their core motivations. According to Deloitte’s 2023 Millennial and Gen Z survey, the main reasons Gen Z chooses an organization include work-life balance, learning and development opportunities, a positive workplace culture, and flexibility. High salaries and financial benefits matter, but these are often balanced against other factors, such as opportunities for growth and a sense of meaning in their work.
Work-life balance is particularly significant, with 25% of Gen Z employees considering it a top priority. This generation saw firsthand the challenges of burnout and isolation during the pandemic, which has reinforced their focus on mental well-being and holistic fulfillment. In fact, 86% of Gen Zs say that having a sense of purpose is essential for job satisfaction, according to Deloitte’s 2024 report.
The data underscores that this generation seeks workplaces that respect their need for balance, flexible hours, and environments that align with their values.
Best Practices for Hiring and Supporting Gen Z in a Hybrid Workplace
One of the best approaches to attract and retain Gen Z talent is to create a hybrid work model that aligns with their needs. Hybrid work offers the flexibility they desire while incorporating essential in-person interactions that promote growth, collaboration, and mentorship.
Emphasize Work-Life Balance and Flexibility: Work-life balance is non-negotiable for many Gen Z workers. They value the freedom to manage their time effectively, which hybrid work facilitates by allowing employees to split their time between home and office. Highlighting flexible work policies during the hiring process can set a company apart. Sharing examples of how current employees achieve work-life balance can further solidify a company’s reputation as a supportive employer.
Create Opportunities for Learning and Development: Learning and development opportunities are critical for Gen Z, with 21% considering this a deciding factor when choosing an employer. Structured mentorship programs that include regular in-person interactions are key. These programs provide real-time feedback, hands-on guidance, and exposure to workplace dynamics that digital training cannot replicate. Integrating workshops and collaborative projects that blend virtual and in-person formats helps to cater to diverse learning preferences.
Foster a Positive Workplace Culture: A positive and inclusive culture is essential for engaging Gen Z employees, with 19% of them citing this as a major reason for choosing an employer. Hybrid models should incorporate designated in-person collaboration days that foster relationship-building and team cohesion. These days can include team-building exercises, casual check-ins, or shared cultural activities that align with Gen Z’s interest in music, arts, and social experiences. Such interactions reinforce a sense of community and belonging, which is harder to establish in a fully remote setting.
Highlight Career Progression and Purpose: Gen Z seeks more than just a paycheck—they want meaningful work and a clear path for career advancement. Transparent growth paths should be shared during the hiring process and reinforced with continuous feedback and development plans. Mentorship is crucial in this aspect, offering guidance on career goals and providing a sense of direction. For a generation that values purpose, it’s important for companies to demonstrate how their roles contribute to broader organizational goals and positive societal impact. Aligning job responsibilities with larger, purpose-driven projects can enhance job satisfaction and retention.
Address Mental Health and Well-Being: Mental health support is a growing concern for Gen Z. Less than six in 10 feel comfortable discussing stress or mental health with their managers, and nearly three in 10 fear discrimination if they do. In-person mentoring can play a significant role in creating safe spaces for open dialogue, building trust, and providing emotional support. Training mentors and managers in empathetic communication and mental health awareness is essential for fostering a supportive environment. Offering resources such as wellness programs and access to counseling services further demonstrates a company’s commitment to employee well-being.
The Importance of In-Person Mentoring in a Hybrid Model
While hybrid work provides the flexibility that Gen Z values, in-person mentoring is critical for addressing skill gaps left by the pandemic. According to Gallup, 65% of remote-capable Gen Z employees prefer a hybrid arrangement because they need time onsite to build relationships, learn how to work effectively within an organization, and feel connected to the company culture. This interaction is crucial for developing interpersonal communication, conflict resolution, and collaboration skills.
Why In-Person Mentoring Matters for Gen Z: Despite their comfort with technology, Gen Z workers often crave meaningful, face-to-face interactions in professional settings. In-person mentoring allows these younger employees to build stronger connections with experienced colleagues, absorb company culture firsthand, and gain a clearer understanding of workplace expectations. Face-to-face mentoring provides them with opportunities to develop soft skills such as effective communication, interpersonal relationship-building, and adaptability—areas that can sometimes be neglected in a purely remote environment.
The Appeal of “Going to Work”:
Almost 35% of Canadians aged 20-35 are living at home, a trend that has increased in recent years due to economic pressures and housing affordability challenges. For many in this age group, the opportunity to physically go to work is appealing, as it provides a change of environment, a sense of independence, and an opportunity to separate work from home life.
In-person work not only offers professional benefits but also plays a crucial role in enhancing social interactions and maintaining work-life balance.
Key Interview Questions to Identify the Right Fit for Hybrid Work
Finding candidates who are a good fit for hybrid work can be challenging, as not everyone thrives in this type of environment. Asking the right questions during the hiring process helps ensure that potential hires have the skills, mindset, and adaptability needed for hybrid roles.
Here are some targeted questions that HR can use:
- How do you stay motivated and productive when working remotely?
This question assesses a candidate’s ability to self-manage and stay on task without direct supervision. - Can you share an example of a time when you successfully collaborated with a team both in-person and remotely?
This helps gauge their experience and comfort level with switching between virtual and face-to-face interactions. - What strategies do you use to maintain clear communication with colleagues in a hybrid work setup?
This question identifies their approach to ensuring effective communication, which is vital in a hybrid model. - How do you handle challenges or conflicts that arise during remote work?
The answer can reveal how well they manage problem-solving in a less controlled, digital environment. - What does your ideal balance between in-office and remote work look like, and why?
This provides insight into whether the candidate’s expectations align with the company’s hybrid policy.
These questions can help HR teams assess whether candidates are suited for hybrid roles, ultimately contributing to a more cohesive and successful hybrid work environment.
Supporting Work-Life Balance and Flexibility
Flexibility and work-life balance are top priorities for Gen Z, and hybrid work models can meet these needs effectively. Beyond allowing for remote work, offering flexible work hours helps employees manage personal responsibilities and prevent burnout.
Companies should emphasize that flexible policies are balanced with clear boundaries and expectations to ensure sustainable productivity. A workplace that values personal time and encourages employees to pursue interests outside of work fosters job satisfaction and loyalty.
Gen Z’s interest in cultural activities, such as music, reading, and social experiences, speaks to their need for a well-rounded life. By acknowledging and integrating these interests into the work culture—through sponsored events, casual meetups, or creative projects—employers can deepen engagement and create a vibrant work environment.
Conclusion
Gen Z is reshaping the future of work with their unique perspectives, shaped by digital fluency, pandemic experiences, and an unwavering commitment to balance and purpose.
To hire and retain Gen Z effectively in a hybrid workplace, employers must go beyond traditional work models to create environments that support flexibility, continuous learning, strong workplace culture, and mental health.
By integrating structured in-person mentoring, offering clear paths for career progression, and fostering a positive and inclusive culture, companies can create a hybrid work model that not only attracts Gen Z talent but also empowers them to thrive. Adapting to these expectations and addressing the challenges posed by skill gaps from the pandemic will build a more resilient and engaged workforce ready to contribute meaningfully to organizational success.
***A digital native refers to a person who has grown up in the era of digital technology and is highly familiar with it from an early age. Unlike digital immigrants who had to adapt to new technologies later in life, digital natives were born or raised during the proliferation of digital technologies, such as the internet, computers, and smartphones. As a result, they are typically more comfortable using technology and digital platforms for communication, learning, and entertainment. Gen Z is considered the first fully digital-native generation, as they have never known a world without the internet or advanced digital tools.
Ready to build a Gen Z-friendly hybrid workplace? At Digitally Well, we specialize in helping organizations design and implement hybrid work strategies that align with the needs and expectations of the modern workforce. From customized training programs to mentorship development and work-life balance solutions, we provide the tools and guidance to attract, engage, and retain top Gen Z talent.
📩 Connect with us today to learn how we can help your company succeed in creating a thriving hybrid work culture!
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Reference links:
https://www.deloitte.com/global/en/issues/work/content/genz-millennialsurvey.html
https://news.gallup.com/topic/generation-z.aspx
