The Engagement Challenge: What Gen Z Needs at Work

Engaging Gen Z at work isn’t about trendy perks or motivational posters. It’s about giving them something real—real growth, real connection, and real purpose. Born between 1997 and 2012, Gen Z now represents a powerful and growing segment of the workforce. They’re ambitious, mission-driven, and highly attuned to authenticity.

If you want to keep them motivated, loyal, and productive, you’ll need more than a welcome kit. You’ll need a system designed for how Gen Z works, communicates, and learns. Let’s dive into what actually engages Gen Z employees—and how your workplace can evolve in 2025 to support them.

What Gen Z Cares About Most

• Work with impact: They want to contribute to something bigger than themselves

• Flexibility: Whether it’s remote work, async tools, or results-based accountability

• Belonging: Inclusive culture is not optional—it’s foundational

• Growth: Gen Z expects coaching, upskilling, and career progression

• Recognition: They want frequent, authentic feedback—both peer and manager-based

10 Ways to Engage Gen Z at Work in 2025

1. Give Them Purpose Beyond the Paycheck

Gen Z wants to know the “why” behind their work. Make sure each role is clearly connected to:

• The team’s mission

• The company’s bigger goals

• Social or community impact where possible

Use storytelling in team meetings. Create visibility into how each function contributes to real-world change.

2. Build a Feedback-Rich Culture

Annual reviews are not enough. Gen Z thrives on real-time communication and iterative growth. Try:

• Monthly 1:1s focused on coaching

• Peer-to-peer shoutouts via tools like Bonusly or Slack integrations

• Regular pulse check surveys and skip-level feedback loops

3. Foster a Sense of Belonging

Belonging drives retention. Prioritize:

• Employee Resource Groups (ERGs) and inclusive rituals

• Representation in leadership and company comms

• Opportunities for employees to influence company culture

Don’t just talk about DEI—fund it, staff it, and live it.

4. Prioritize Mental Health and Wellness

Gen Z talks openly about mental health—and expects their employers to support it. Offer:

• Free or subsidized therapy access

• Mental health days or recharge PTO

• Mindfulness stipends, workshops, and quiet work options

5. Design Learning for Short-Term Wins and Long-Term Growth

They’re hungry to grow—but not just through passive training. Give them:

• Microlearning sessions or certification paths

• Mentorship across departments and levels

• Stretch assignments, job shadowing, and hack days

6. Support Autonomy While Creating Connection

Remote and async work are Gen Z norms, but that doesn’t mean they want to be left alone. Balance autonomy with community by:

• Setting flexible outcomes-based goals

• Using async tools like Notion, Loom, and Slack thoughtfully

• Creating virtual coffee chats or team offsites to reconnect

7. Celebrate Often—and Authentically

Gen Z wants their wins acknowledged. Move beyond generic “good job” emails to:

• Team retrospectives with recognition time built in

• Peer-nominated awards or social callouts

• Progress-focused recognition, not just outcomes

8. Co-Create Culture, Don’t Just Present It

Invite Gen Z employees into culture-building roles. Give them influence over:

• Team rituals

• Company events

• Internal brand messaging and onboarding experience

9. Make Internal Mobility a Strategic Priority

Gen Z will leave if they don’t see a future. Create visible pathways to new roles through:

• Transparent internal job boards

• Structured mobility interviews

• Quarterly talent reviews focused on development, not just performance

10. Let Their Voice Shape the Future

Create systems where Gen Z input matters—on strategy, operations, or the product. This includes:

• Reverse mentoring programs

• Innovation labs or employee think tanks

• Company town halls with open Q&A

How Zepply.ai Helps From the First Touchpoint

Gen Z engagement starts before day one. Zepply.ai helps you attract, filter, and onboard younger candidates through:

• Gen Z-optimized job ads with purpose-focused copy

• Smart scoring to prioritize aligned applicants

• Mobile-first UX to make applying effortless

• Analytics to measure what resonates and what doesn’t

Real Teams Doing It Right

• Asana: Culture councils, clear impact dashboards, mental wellness stipends

• LinkedIn: Rotational programs and career mapping for early professionals

• Figma: Peer mentorships, async design culture, culture co-creation circles

Final Thoughts

Gen Z wants a career that fits into their lives—not the other way around. They’re bold, values-first, tech-native, and they’re not afraid to leave if something feels off. But when they feel connected, supported, and empowered? They stay—and they thrive.

Zepply.ai helps you find the right Gen Z hires—and build the right journey for them from day one.

Hire and engage Gen Z better—start with Zepply →