Misunderstanding Gen Z could be costing you talent... 😩
You probably already know all the talk about what Gen Z employees want from their employers. They are relentless job-hoppers with no attention span who demand constant feedback and flexibility, along with a meaningful purpose.
You also know that your company’s success depends on attracting, engaging, and retaining Gen Z. So you align your retention strategies accordingly, right?
But did you know this: Those same strategies for engaging your Gen Z employees might actually be driving them away.
Why? Because you’re treating them all the same, when they’re anything but.
Imagine Johan, a 25-year-old floor manager of a fashion retail store in Stockholm. He loves his job. He is looking to make a career in retail, and he wants a clear path to his next promotion.
Then there’s Anna, his 23-year-old colleague. She works weekends and afternoons as a sales assistant in the store to make some extra income while she pursues her real goal: becoming a lawyer. Her studies are demanding, so she needs flexibility during exam periods.
Both are Gen Z, yet their needs couldn’t be more different. If your approach to retention strategies is the same for Johan and Anna, it’s no wonder if your retention rates are suffering. And while all humans are unique, no one likes to be put in a box less than Gen Z. If you really want to keep them around, you need to think of them as individuals, not a homogeneous group.
But how can corporate HR possibly tailor engagement and retention strategies on an individual level? Does it seem impossible? It’s not. In fact, in this digital era that Gen Z was not that strange if born into, it’s more doable than ever to individualize your strategies - all the way from HQ to the employee on the shop floor.
Keep reading to find out how you can get around these 7 common Gen Z myths. We’ll even tell you how you can use your new knowledge to tailor your HR strategies and make your company a place that Gen Z will love to work for.
Here are 7 common myths:
1 Gen Z are job-hoppers
Reality: They’ll stay if you meet their needs.
Some Gen Z employees switch jobs often, but others stay with companies that align with their personal and professional goals. Some of our clients have Gen Z employees stay around for years, and even invest their entire career and professional life in their company.
What to do: Create a collaborative culture that caters to different needs. Offer clear career paths for those seeking career advancements, and fun events for employees who crave variety.
2 All Gen Z members like to engage in a Facebook-inspired social walls
Reality: A social wall in an app might turn off Gen Z employees.
While a Facebook-style social wall may seem like a good idea for encouraging collaboration, many Gen Z employees find it overwhelming. That’s feedback directly from our clients. They don’t want to scroll through endless posts to find relevant information. Instead, they prefer engaging, TikTok-style videos that deliver concise, visually appealing content.
What to do: Skip the clutter. Use short-form video content to deliver updates, training, and recognition. Interactive videos with clear, focused messages cut through the noise and keep employees engaged.
3 Gen Z is motivated by general app-based training
Reality: Training that isn’t tailored to individual goals feels irrelevant and disengages employees. Imagine our two employees again: Anna, a floor associate passionate about customer service, and Johan, an aspiring manager eager to climb the career ladder. A one-size-fits-all training approach won’t serve either of them well. Gen Z employees expect tailored learning paths that match their ambitions and daily tasks.
What to do: Use app-based training to create distinct learning paths based on employee personas. For example:
- Leadership development: For career-focused employees like Johan, offer modules on team management, conflict resolution, and operational planning. Include simulations of real-world scenarios to help them practice leadership skills in a safe environment.
- Skill-based training: For frontline associates like Anna, focus on improving customer interaction skills and deepening product knowledge. For instance, create interactive lessons on upselling techniques or short videos showcasing the unique features of your latest clothing line.
- Pre-boarding and Onboarding: Customize these programs to introduce employees to the company’s culture and their specific roles. A personalized onboarding experience can significantly reduce time-to-productivity.
4 Everybody wants to work remotely
Reality: Preferences for remote, hybrid, or on-site work are all over the map.
For example, Anna (a collaborative extrovert) misses the camaraderie of working in person, while Johan (an introvert) thrives in a remote environment. Offering a single solution leaves both disengaged.
What to Do: Use surveys to identify individual preferences. Create hybrid work models that balance in-person team-building days for employees like Anna with remote flexibility for employees like Johan. Microsoft’s Work Trend Index Annual Report shows that 53% of Gen Z are likely to consider transitioning to hybrid role, meaning many are looking for a mix of in-person and remote work.
5 Gen Z wants constant feedback
Reality: Feedback preferences vary widely. Anna (a high-achiever) craves real-time recognition for her successes, while Johan (focused on long-term growth) prefers structured quarterly reviews centered on his career trajectory.
What to Do: Use hybrid feedback systems. Implement real-time recognition tools for employees like Anna, such as apps where managers can give instant kudos for a job well done. For Johan, design formal career progression discussions every few months to outline long-term goals.
6 Gen Z wants purpose over paycheck
Reality: Some prioritize purpose, but others focus on financial security or skill-building.
For example, Anna (purpose-driven) may thrive when given opportunities to support sustainability initiatives. Meanwhile, Johan, who’s saving for his first apartment, and experiencing how hard it has become to get started in the home-owners market, might prioritize financial incentives or skill-building opportunities.
What to Do: Offer tailored benefits. For purpose-driven employees like Anna, highlight your company’s impact initiatives and offer roles connected to them. For financially focused employees like Johan, provide clear paths for promotions and structured upskilling programs.
7 Gen Z demands flexibility
Reality: We’ll say it again - People are different!
Anna, balancing law school and weekend shifts, needs flexible hours to succeed. Meanwhile, Johan, a full-time team leader, thrives on predictability and advance planning. Without the ability to accommodate both, your employees will feel undervalued and burned out.
What to Do: Leverage app-based scheduling tools that empower employees to take control of their work-life balance. For Anna, use features that allow shift-swapping and real-time updates, giving her the flexibility to manage school and work seamlessly. For Johan, offer robust planning tools that let him set his availability weeks in advance and avoid last-minute disruptions.
The takeaway:
Gen Z isn’t one-size-fits-all, so why is your retention strategy? From TikTok-style content to flexible scheduling and tailored training paths, engaging Gen Z means meeting them where they are. Johan wants leadership development. Anna needs shift-swapping tools. When you adapt to their unique needs, you don’t just keep them - you inspire them to become your brand’s biggest advocates. Tailored HR strategies aren’t the future - they’re the now.
Ready to revolutionize your HR strategy? Book a demo of our customized app and build a workplace that works for everyone.
