What is Gen Z looking for from an employer? Why are Gen Z changing jobs more often? How important are flexible working hours or remote? What motivations and what kind of leadership inspire them? What skills do they consider most important for the future?
Below I give you clear, targeted and practical answers to the 5 questions, based on modern data for Gen Z.
🔵 1) What does Gen Z demand from an employer? Flexibility in hours, location and way of working. Working environment with respect, inclusion, diversity. Pure mission & values that are not "window dressing". Honesty and transparency in management. Opportunities to learn & grow, not just titles. Good work-life balance and mental health support. Technologically modern tools (not to waste time on "old systems"). 🔵 2) Why do Gen Z change jobs more often? It does not tolerate toxic or outdated working models. He wants fast development – he doesn't wait "5 years" for an upgrade. He is looking for meaning and not a job "just for the paycheck". Side hustles & multiple sources of income are a culture. Low switching cost: the digital market facilitates changes. Safety=skills, not a job → easily changed when not developed. 🔵 3) How important are flexible working hours or remote?
Extremely important. For Gen Z, flexibility is not a privilege, but a requirement.
What this means for them:
They want to manage when and where they work. They prefer hybrid models that reduce commuting. The remote gives a sense of autonomy and better productivity. Flexibility is seen as a sign of trust by the employer. Even 1–2 days of freedom in the schedule increase engagement. 🔵 4) What motivations and what kind of leadership inspire them? Motivation: Meaning in work (how it affects the world). Clear development opportunities (upskilling, mentoring, training). Competitive salary, especially with the rising cost of living. Frequent feedback and not only in the annual review. Real participation in decisions, not decoration. Leadership that inspires them: Authentic leadership - authentic, not corporate "masks". Coaching-style managers, not strict managers. Inclusive leadership with open communication. Leadership that explains the "why", not just the "do". Managers who listen and are not afraid of bottom-up feedback. 🔵 5) What skills do they consider most important for the future? Human skills (soft) Critical thinking & problem solving. Digital communication & collaboration. Creativity & innovation. Adaptability – quick adaptation to changes. Emotional intelligence & empathy. Digital skills (hard) Data literacy – understanding of data. AI fluency – working with AI as a tool. Cybersecurity awareness. Content creation (video-first). UX/UI mindset in everything they do.
