Gen Z at Work

Claire Monroe

Hey everyone—welcome back to The Science of Leading. I’m Claire Monroe, and I’ve got Edwin Carrington here with me. Edwin, how are you today?

Edwin Carrington

I’m doing well, Claire. Always good to be here—especially for this topic. Gen Z. This isn’t a generation that’s coming—they’re already here. And they’re changing the game.

Claire Monroe

Right? And it’s kind of wild—by 2025, Gen Z’s gonna be almost a third of the workforce. Like… that’s huge. I remember when I started out, and even back then, I was already craving something deeper. Not just the, you know, the free LaCroix or the ping-pong table, but like—does this job actually matter? And now? Gen Z is basically saying, “That’s the starting point.”

Edwin Carrington

Exactly. They’re not dabbling in these ideas—they’re demanding them. Purpose, flexibility, transparency, inclusion—these aren’t perks. They’re expectations. And what’s more, Gen Z is highly diverse and fully digital. They grew up Googling everything. They’ll see right through the fluff. If your culture or hiring feels performative or stuck in the past… they won’t stick around to give you feedback. They’ll just move on.

Claire Monroe

Totally. Like, older generations might’ve tolerated a clunky application portal or a vague mission statement. Gen Z? They’ll just—what’s the phrase?—swipe left. They want clarity. They want alignment. And if you’re not showing who you really are, they’re gone.

Edwin Carrington

And it’s not just about getting them through the door—it’s about keeping them. If your hiring playbook hasn’t changed since 2010, you’re playing the wrong game. Gen Z is forcing organizations to evolve—how they recruit, how they build teams, how they communicate values. It’s not a disruption—it’s a recalibration.

Claire Monroe

Okay, so let’s break it down. What does Gen Z actually want—from that first click on a job ad, all the way through onboarding? Because the real challenge isn’t finding talent. It’s building a place where they want to stay.

Claire Monroe

So, first up—the application process. Gen Z is the first generation that’s fully digital-native. They expect everything to just… work. Seamlessly. If your site’s slow or the form takes forever, they’re out before they even apply.

Edwin Carrington

And it’s not just about tech, it’s about trust. They’re not evaluating you only on design—they’re reading your vibe. Are you transparent? Are you human? If your site looks like it’s from 2006 and still asks for a fax number… that sends a message.

Claire Monroe

Ha—seriously. And you know what really lands with them? Realness. Like, I’ve seen companies let employees take over their Instagram for a day, or post unfiltered behind-the-scenes stories. That kind of authenticity? It speaks louder than any list of perks.

Edwin Carrington

It does. Because authenticity builds connection. And once they’re in the process, communication becomes critical. Gen Z expects fast feedback. Silence doesn’t just feel rude—it feels like disorganization. Even a quick “We’re still reviewing your CV” can keep them engaged.

Claire Monroe

Totally. And hey, just text them. I mean, email’s great, but a lot of Gen Z sees email the way we saw voicemail. They don’t love it. Keep it frictionless, and you’ll stand out.

Claire Monroe

Now, post-offer is where it really counts. Gen Z isn’t playing around when it comes to mental health and balance. It’s not a nice-to-have—it’s non-negotiable.

Edwin Carrington

That’s right. Things like mental health days, flexible schedules, setting boundaries with after-hours emails—these aren’t radical ideas anymore. They’re signals. And those signals tell Gen Z whether you actually live your values.

Claire Monroe

Exactly. And one of the biggest signals? Career growth. If they can’t see how they’re going to develop with you—they’re not staying. Vague lines like “we invest in our people” won’t cut it. Show them the map. Mentorship, upskilling, internal mobility—give it structure.

Edwin Carrington

We touched on this in our episode on retention—how the real driver isn’t just perks. It’s progress. Gen Z is just turning up the volume on that truth. They’re not afraid to leave if they feel stuck.

Claire Monroe

And here’s a big one: inclusion. For Gen Z, if your leadership team looks like a copy-paste of the same profile—and your DEI efforts feel like a checkbox—they’ll notice. And they won’t just be disappointed. They’ll disengage.

Edwin Carrington

Right. Diversity isn’t a trend. It’s foundational. And not just at the entry level—representation and voice need to show up at every layer of the organization.

Claire Monroe

Okay, if you’re sitting there thinking, “Wow, we’ve got a long way to go”—you’re not alone. But honestly, small things matter. Even just cleaning up your careers page, or being more transparent in interviews—it creates momentum.

Edwin Carrington

It’s not about overhauling everything overnight. It’s about meeting Gen Z where they are. Understanding what matters to them. And then proving—consistently—that you mean it.

Claire Monroe

So how do you keep Gen Z engaged long-term? It’s not about adding more perks. It’s about living your values. Feedback, inclusion, purpose—that’s the baseline now.

Edwin Carrington

And here’s the catch—Gen Z can spot surface-level change from a mile away. A diversity statement on your site won’t impress them if it’s not backed by action. They want real mentorship. Real development. Real impact.

Claire Monroe

Like, think Patagonia. Or Salesforce. They’re not just saying they care about purpose—they’re baking it into their hiring, their culture, everything. And sure, they’re big brands, but any company can start where they are. Listen. Invest. Make diversity visible.

Edwin Carrington

Exactly. And sometimes the most powerful shifts aren’t splashy—they’re personal. Leaders creating safe spaces, giving honest feedback, showing they actually care. That’s how trust gets built.

Claire Monroe

And that trust? That’s how you keep people. Because when someone feels seen, heard, and challenged to grow—they stay.

Edwin Carrington

We’ve seen it time and again. When you build an inclusive, values-driven culture—you don’t just hire better. You build a team that’s aligned, agile, and ready for whatever’s next.

Claire Monroe

So if you’re serious about staying ahead—start with this: real purpose, real growth, real inclusion. Gen Z isn’t a disruption. They’re a wake-up call. And honestly… I think they’re exactly what we need.

Edwin Carrington

Couldn’t agree more. And if you’re wondering how to actually do this—how to assess fit, hire smarter, or align your team—we’ve made it easy to test out OAD’s behavioral tools. You can try them for free at o-a-d-dot-a-i.

Claire Monroe

Such a great resource. And that’s it for today—thank you, Edwin! And thanks to all of you for joining us on The Science of Leading. We’ll be back soon with more on building smarter teams and better workplaces.

Edwin Carrington

Always a pleasure, Claire. Take care, everyone.

Claire Monroe

Bye for now!