Gen Z Job Expectations
As Gen Z (~1997-2012) becomes a key part of our workforce, employers in our community need to know and understand what this generation wants from their careers and what might drive them away. Research shows that Gen Z's expectations are reshaping hiring, retention, and workplace culture.
Flexibility is Essential
iHire's 2024 Gen Z Workforce Report found that 82% of Gen Z responders prefer some level of in-person interaction, but 73% would leave jobs without flexible options. (iHire 2024).
Takeaway - Build Flexibility into roles and schedules when possible.
Career Growth Drives Loyalty
The 2025 Deloitte Global Gen Z & Millennial Survey found that 86% of Gen Z workers prioritize mentorship and skill development, while only 6% say leadership titles were their main goal, highlighting a desire for continuous learning (Deloitte, 2025)
Takeaway - Provide mentorship and clear opportunities for advancement
Value & Purpose Matter
In Deloitte's survey, 44% of Gen Z respondents would reject jobs misaligned with their ethics, and 81% said workplace honesty and transparency are very important (Deloitte, 2025)
Takeaway - Be clear about your organization's values from Day 1 in the hiring process and actually live them out.
Holistic Support is a Priority
ManpowerGroup's 2025 Gen Z report revealed that 61% of Gen Z employees would consider leaving for better mental health resources, and over half experience significant financial and emotional stress. (ManpowerGroup, 2025)
Takeaway - Make wellness programs visible and easy to access.
Fair Pay Still Matters
70% of Gen Z workers rank pay among the top factors when considering jobs, yet 56% live paycheck-to-paycheck, highlighting a disconnect between pay expectations and financial security (ManpowerGroup, 2025)
Takeaway: Ensure competitive pay and transparent compensation.
Tech & AI Readiness
The Deloitte survey found that 74% of Gen Z believe generative AI will affect their work, and 57% are already using AI tools, but many worry about AI threatening job security (Deloitte, 2025)
Takeaway - Offer AI training and emphasize that technology is an aid and not a replacement.
How Our Chamber Can Help Employers Attract and Retain Gen Z Talent:
At the Eau Claire Are Chamber of Commerce, we're committed to helping local employers understand and adapt the frequent ebs and flows of workforce. Here are a few specific ways you we can support you:
- Youth Apprenticeship & Internship Connections - we can help you connect with area high schools and colleges to bring Gen Z Talent directly into your business through our Youth Apprenticeship Program and promotion of internships via UWEC and CVTC.
- Young Professionals of the Chippewa Valley - through our YPCV program, we create networking, professional development, and social opportunities for young talent in the region. YPCV is available for anyone 21-40 years old!
- Leadership Eau Claire™- Leadership Eau Claire™ combines leadership skill building with community education. Over a 9-month program, participants get a birds-eye vie of the issues facing the community, begin developing leadership skills necessary to assume leadership roles, and are exposed to involvement opportunities in the community.
- Access to Employment Surveys - through a variety of surveys conducted in partnership with MRA, we help employers stay competitive with market data regarding compensation, benefits, etc.
- Exciting NEW Program Coming Soon - Stay tuned for more info!
Reference:
2025 Gen Z and Millennial Survey - Deloitte
World of Workforce for Generation Z in 2025 - ManpowerGroup
Gen Z in the Workforce: Decoding a New Generation of Job Seekers - iHire
Disclaimer:
Information in this blog post is based on research and surveys, but it does not indicate that every Gen Z employee feels the same way. Everyone is different, and these points are mean to to show common trends to help keep employers informed.
