Hiring Gen Z? Here’s How to Optimize Their Productivity from Day One
Gen Z is entering the workforce in record numbers, and they’re bringing a new set of expectations, skills, and challenges. As an employer, you may have already noticed that traditional hiring and management strategies don’t always work with this generation.
Some are highly ambitious, multiskilled, and eager to learn—but they also demand purpose, flexibility, and personal growth. Others feel disconnected from their employers, leading to low engagement and high turnover. In fact, 47% of Gen Z workers are planning to leave their jobs within the next six months.
So, what does this mean for you? If you want to unlock their full potential, you need to rethink how you recruit, onboard, and engage Gen Z employees. Here’s how to do it.
1. Make the Hiring Process Personalized and Transparent
Gen Z has grown up in a world of instant access to information. They expect clarity and authenticity in every interaction—including hiring.
What you can do:
Personalize the hiring experience—treat candidates as individuals, not just another resume in the pile.
Be upfront about career growth, responsibilities, and company culture. They value transparency and won’t stick around if they feel misled.
Show them a clear path forward—they need to understand how they’ll contribute and grow within your company.
2. Provide Ongoing Learning & Upskilling Opportunities
This is a multiskilled generation, and they’re constantly looking for ways to improve. 42% of Gen Z say that on-the-job training is the best way to grow their careers.
What you can do:
Offer bite-sized digital learning, mentorship programs, and cross-functional experiences.
Create "learning while working" opportunities, such as job shadowing, skills rotations, or collaborative projects.
Recognize and reward learning efforts. If they feel their development is valued, they’ll be more engaged.
3. Create a Culture That Supports Mental Well-Being
Gen Z is the most stressed generation in the workforce. 52% report experiencing high levels of workplace stress daily, compared to just 33% of Baby Boomers. If you want them to be productive, you need to make well-being a priority.
What you can do:
Foster a culture of support—check in regularly, encourage breaks, and promote work-life balance.
Provide mental health resources, flexible work arrangements, and employee wellness programs.
Reduce unnecessary stressors like unclear job expectations or a lack of feedback.
4. Give Them a Voice (and a Seat at the Table)
43% of Gen Z workers believe that leaders need to do more to address their needs. Unlike previous generations, they don’t just want to be managed—they want to be heard.
What you can do:
Encourage open feedback loops through town halls, surveys, and small-group discussions.
Let them own projects and make real contributions—not just execute orders.
Involve them in innovation initiatives where they can share ideas and fresh perspectives.
5. Rethink Stability: Blend Job Security with Flexibility
Gen Z is expected to drive the rise of the contract workforce by 2030, yet 70% still value job security. They want flexibility without sacrificing stability—a tricky balance for employers.
What you can do:
Offer hybrid work models—let them take on different projects while ensuring stability.
Rethink rigid job descriptions—give them room to explore new responsibilities and pivot when needed.
Ensure fair, structured career paths so they don’t feel like they’re in a "gig economy trap."
Final Thoughts: Build a Workplace Where Gen Z Can Thrive
Hiring Gen Z isn’t about making drastic changes—it’s about adapting to a workforce that thinks differently. When you personalize their hiring experience, invest in their growth, and support their well-being, you don’t just optimize their productivity—you create a workplace where they actually want to stay.
Want to learn more about hiring and managing Gen Z talent effectively? Download ManpowerGroup’s latest Gen Z workforce report today.
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