The workplace has undergone significant transformation in recent years, particularly since the global pandemic. With Gen Z expected to comprise 27% of the global workforce by 2025, they are not just stepping into the workplace—they are reshaping it. This generation, with its unmatched technological expertise and distinct set of values, brings both opportunities and challenges.

As employers and leaders navigate this evolving landscape, new questions arise: How can we better train and equip Gen Z for the workplace? Or should the workplace itself evolve to meet their needs?

To explore these crucial questions, People Matters connected with Pat Wadors, Chief People Officer at UKG. In an exclusive interview, she shared her insights on workplace policies, strategies for fostering meaningful mentorship relationships with Gen Z, addressing their work-life balance concerns, and much more.

Excerpts from the interview: 

In what ways should workplace policies evolve to better accommodate the unique characteristics and needs of Gen Z and how to ensure that these policy changes do not alienate other generations within the workforce?

Since the dawn of work, every early-career professional has needed two things in their first six months: to learn how to do their jobs and how to network and connect with colleagues who can help them succeed. Due to the pandemic, most of Gen Z finished their degrees and started their careers remotely, meaning those two needs had to be done virtually. Unlike generations before them, they didn’t have years and decades of face-to-face interaction, learning, and mentorship to hone their craft and build their careers.

In UKG Workforce Institute’s recent study, we found that 4 in 10 Gen Z employees prefer face-to-face communication at work more than any other digital communication method, especially when it comes to getting answers in real time when they’re on the job. In fact, 61% said they’ve experienced miscommunication at work while interacting virtually with their coworkers.

Apparently, Gen Z does miss what they’ve never had. Despite being digital natives, the research shows they value real, face-to-face connection with their leaders and team members. That authentic human interaction that comes from in person experiences is so important and connects us in ways that just aren’t possible virtually.

Research shows hybrid work is the preference of a lot of employees who have the ability to do so. Yet, when making policies, we need to keep evolving our thinking to ensure people are provided flexible work options while ensuring we create meaningful ways to come together to support the growth of the next generation.

Regardless of the generation you’re in, we all want to build meaningful connections at work. It’s not necessarily the generations that define ways-of-working preferences, but the stage of life needs at that moment. A bit of in-person collaboration can go a long way, and it's important that we create workplace cultures for employees of all generations to come together to learn from one another, including providing mentorship opportunities for more experienced employees to connect with the next generation.  

What strategies can be effective in fostering meaningful mentorship relationships for Gen Z and how should training programs be tailored to address the learning styles and preferences of Gen Z employees?

Facetime with colleagues builds stronger relationships, with nearly half (48%) of Gen Z believing they have stronger relationships with colleagues they see in person. Knowing this, leaders need to create opportunities for these in-person interactions. Employee Resource Groups (ERGs) are a really powerful mechanism in fostering meaningful relationships for Gen Z in the workplace. ERGs provide safe spaces for communicating and networking, professional and personal development opportunities, and cultural awareness and understanding of those around you. ERGs are also great ways for organisations to establish measurable key performance indicators, tailored to each individual employee's learning styles and preferences, that are regularly assessed to enable continuous improvement and create an effective learning environment for employees.

UKG’s newest ERG, RISE (Rising Innovators Sustaining Excellence), was created specifically for this. What started as our young professional's network has since become a community that actively empowers early career U Krewers to reach their full potential. RISE is focused on cultivating opportunities for cross- functional knowledge sharing and career growth. With Gen Z, investing in their early career development and continued success will be key in fostering meaningful relationships.

How to address the work-life balance concerns of Gen Z while maintaining productivity and business goals and what policies or practices can support the mental health and well-being of Gen Z employees?

Our latest UKG Workforce Institute study found that 20% of Gen Z, more than any other generation, are feeling pressure to respond to work-related emails outside of office hours, and even on days when they aren’t scheduled to work. These findings tie directly to the Right to Disconnect legislation in Australia coming into effect later this month, where leaders are being required to create an environment where a healthy work-life balance is not just encouraged but enforced.

From a human perspective, this starts at the top of an organization. When a healthy work life balance is promoted and practiced from leadership, and people leaders practice vulnerability and transparency about their own lives, it trickles down to every other level of employees. From a technology perspective, this means having the right tools to manage and track things like staffing levels, work schedules, communication, and performance to ensure your people are equipped with the resources they need to perform while maintaining compliance.

What are the primary motivators for Gen Z in the workplace, and how can these be incorporated into talent management strategies?

A big motivator for Gen Z in the workplace is connection to those they work with coupled with a strong desire to learn. Even with the miscommunication and contribution challenges that come with working virtually, our research shows that Gen Z is proactive in seeking out and pursuing training initiatives to learn and refine their skills at work.

Of all the generations, Gen Z is the most likely (69%) to recognise that their company offers training courses in communication compared to Millennials (65%), Gen X (45%) and Baby Boomers (37%).

I believe one of the most important things for leaders to do is to ensure that managers understand the hunger Gen Z has as continual learners and point them to opportunities – both in-person and digitally – that will satisfy their hunger.

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How to evolve recruitment strategy to attract and retain top Gen Z talent and what role do social media and digital platforms play in recruitment efforts for this generation?

To attract top talent effectively, leaders need to clearly articulate what makes your company an attractive place to work — career growth opportunities, company culture, benefits, your impact on society, and so on. Gen Z prioritizes working for companies with a strong sense of purpose, which is why our recruiters connect what we do to our Employee Value Proposition: United by purpose, Inspired by you.

At UKG, we combine on-campus and virtual strategies to reach a wider audience and ensure meaningful interactions. By blending in-person and virtual engagement, we aim to create impactful experiences that resonate with students and align with their career aspirations.

As digital natives, it goes without saying that social media and other technologies play a big role in recruiting younger audiences. For organisations, application processes need to be mobile-friendly and streamlined. At UKG specifically, we have virtual recruiter office hours to give students direct access to our recruiters through online sessions, offering personalized advice on job opportunities, resume building, LinkedIn best practices, and career guidance. We also host webinars that guide students through our technical interview process, providing insights into our tech stack and offering practical tips directly from our engineers.

When it comes to retention, we strive to offer a competitive benefits program that meets our employees and their families across various stages of life, regardless of generation. Flexibility, access to strong people managers, work-life balance, and paid service days are things all our employees want.

More specifically for Gen Z, we want to feed that hunger for continuous learning. We work hard to highlight opportunities for skill development, mentorship programs, and clear career pathways to show that we value growth from within, and our new RISE ERG will boost all those efforts.