Generation Z
What is Generation Z's age range?
Generation Z, also known as Gen Z or Zoomers, generally refers to all individuals born between 1997 and 2012. As of 2025, the age of Generation Z may be between 13 and 28.
What are some of the defining characteristics of individuals belonging to Generation Z?
While the stereotypes associated with generations don't define everyone in it, the shared cultural influences and experiences can shape the characteristics of the generation as a whole. Here are the top eight characteristics that define Generation Z:
Digital natives:
Since Gen Zs are the very first generation to grow along with the internet and social media, they tend to be super tech-savvy.
Continuous development: Members of this generation may be more interested in training and development opportunities that will help them advance in their career.Social consciousness:
Many Gen Z individuals are highly aware of social issues, including environmental sustainability and corporate social responsibility, and they feel a strong connection to the causes that interest them.
Value diversity and inclusion:
A sizable portion of Gen Z prioritizes working for organizations that value diversity and treat employees from all backgrounds with respect and equality.
Independent-minded:
Members of Gen Z tend to prefer greater ownership of their work tasks without micromanagement.
Aversion to hierarchy:
It's not uncommon for members of this generation to opt for workplaces where they can be part of the decision-making, rather than ones that follow a top-down approach of leadership passing on directives.
Shorter attention span:
While not everyone necessarily struggles to focus for extended periods, growing up in a fast-paced, digital environment may contribute to this generation's desire for bite-sized content.
Trust and authenticity:
Trust, transparency, honesty, and openness are often core values for people in this generation.
How does Generation Z differ from millennials?
Generation Z differs from millennials in how they approach technology and work. While millennials experienced the rise of the internet and related technologies, Gen Z grew up surrounded by them, which may contribute to their increased comfort and familiarity around certain types of tech. Gen Z tends to be more independence-minded and interested in job flexibility, which could contribute to more entrepreneurial preferences. Members of this generation may prioritize less-traditional working patterns. Millennials may focus more on stability and security at work, along with a stronger desire for work-life balance.
What do individuals belonging to Generation Z look for in a workplace?
Here are some characteristics workers from Generation Z may look for in their workplace:
- Flexibility
- Work-life balance
- Purpose-driven work
- Diversity, equality, and inclusion
- Continuous learning opportunities
- Transparent and collaborative work culture
- Tech-enabled work environment
- Regular feedback
What communication styles do Generation Z prefer to adopt in the workplace?
Since members of this generation tend to be extremely tech-savvy, they often prefer working with digital tools like chat systems, video conferencing platforms, and audio call software over traditional emails. Instead of waiting for annual performance reviews, they may prefer to receive regular feedback then and there. They often prefer to keep communication transparent, direct, and casual. It's also likely they'll prioritize workplaces with open communication channels that let them communicate and collaborate with the leadership team.
What are some challenges Generation Z faces in the workplace?
Here are some common challenges that individuals from Generation Z may face at their workplace:
Traditional work structures
Members of this generation may find it difficult to align with organizations that still follow traditional work structures (e.g., hierarchies, rigid roles, fixed working hours, top-down communication, annual reviews, one-size-fits-all culture).
Generation-based stereotypes
Some traditional workplace settings hold tight to certain stereotypes against Generation Z. As a result, members of this generation may be perceived as over-reliant on tech tools, entitled, and as job hoppers who lack loyalty. Such stereotypes can make their progression difficult.
Interpersonal skills
Some Generation Z individuals may have had limited face-to-face communication due to a reliance on technology for social engagement. They also began entering the workforce right when hybrid and remote working styles were becoming popular, meaning they may have had fewer opportunities to work on their interpersonal skills.
Inconsistency with company values
Since individuals from Generation Z tend to be socially conscious and purpose-driven, they may find it extremely difficult to work for organizations that don't function by their values, core mission, and vision.
Managing mental health
Gen Zers are more open about their mental health than previous generations and strive to manage it better. They may find it challenging to seek help from organizations that don't prioritize mental health.
How can organizations better manage Generation Z at work?
Here are a few tips that can help organizations better manage Generation Z at work:
Understand their needs
Since their perspectives and ideas of work can feel unfamiliar, it's important to take the time to understand what Gen Zs need and expect. Encourage your HR teams to collect feedback from Gen Z employees to create targeted talent management strategies. Build a good rapport with them and observe how they behave to understand what they like and dislike about the workplace. Make sure to get insights on what values they hold high.
Create a tech-enabled workplace
In order to better manage digital natives, it's essential that you implement modern tech tools that make work simple and efficient. For instance, since many Gen Zs value learning opportunities, you might invest in an e-learning platform that allows them to learn on the go.
Streamline your communication channels
Implement open communication channels so that your Gen Z employees can communicate and collaborate with employees at all levels. Encourage managers to make it a point to offer feedback on work regularly without waiting for reviews. Be open to their suggestions and act on what seems feasible.
Let them work independently
Autonomy is one of the key expectations of Gen Z employees. Encourage managers to let these employees take ownership of their tasks by setting clear expectations and agreeing on a timeline to review work and exchange feedback. Let them take new responsibilities, make mistakes, and learn from them.
Provide growth opportunities
Based on their career goals, offer personalized growth opportunities regularly. Consider adopting an e-learning platform that helps employees learn on the go. Instead of having longer, more detailed training materials, explore bite-sized learning materials that make training quick and simple.
Tie your organization's values to the workplace
Be sure to incorporate your culture and values into your everyday work. During onboarding, inform your new hires of these values and how their work connects. Encourage managers to highlight how each role aligns with your organizational values.
