The report highlights the unique challenges Gen Z employees face entering the workforce during significant global disruption. From the COVID-19 pandemic's aftermath to rapid digital transformation and automation, Gen Z workers are charting careers in an unfamiliar and challenging landscape. Consequently, over half (53%) of global Gen Z employees are considering leaving their current roles within the next six months, citing high stress, lack of flexibility, and a desire for more meaningful work—yet they are also the least confident in their ability to find a new job that meets their needs.
ManpowerGroup’s findings underscore that mental health and well-being are top concerns for this generation, with 52% of Gen Z employees reporting daily workplace stress. While declining employee engagement highlights the need for greater employer support, there is also optimism. Many Gen Zers view career development as a shared responsibility and actively seek skill-building opportunities. 42% see on-the-job training as the best way to enhance professional growth, while others seek transferable skills to remain competitive in an evolving job market.
Looking ahead to 2030, the report predicts Gen Z will be at the forefront of workforce innovation. As digital natives, they are likely to lead the charge in adapting to AI and automation, mentoring older colleagues in remote and hybrid work environments. Some of the oldest Gen Zers are already aiming for leadership, with research showing they are twice as likely to aspire to CEO roles compared to previous generations. However, challenges such as career "scarring"—where prolonged instability affects lifetime career growth—may hinder their progress if employers fail to address their needs today.
Generation Z is transforming the workforce, and employers must adapt their strategies. Many organizations are already prioritizing initiatives such as improving work-life balance, offering flexibility, and fostering diversity. To build on these efforts, businesses should consider the following key actions:
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Personalize Recruitment Processes:
- Use AI-based tools to align candidates with roles matching their skills and aspirations.
- Provide a tech-forward and human-centric recruitment experience.
- Communicate actively with candidates throughout the hiring process.
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Invest in Upskilling:
- Offer professional development programs, such as cross-functional rotations and mentorship opportunities.
- Focus on training employees in emerging technologies like AI and automation.
- Encourage Gen Z workers to build transferable skills for adaptability.
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Foster Holistic Support Systems:
- Prioritize work-life balance by offering flexible schedules and downtime.
- Provide remote or hybrid work arrangements.
- Promote Diversity, Equity, and Inclusion (DEI) initiatives.
- Offer Gen Z-friendly benefits, such as mental health resources or financial wellness programs.
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Show Career Growth Pathways:
- Develop clear, structured career progression plans.
- Provide opportunities for young professionals to lead projects and contribute to innovation.
- Ensure employees understand how their roles align with organizational goals.
By implementing these strategies, employers can create an environment that resonates with Gen Z employees, ensuring their engagement, growth, and long-term contributions. "Generation Z’s entry into the workforce presents a tremendous opportunity for South African businesses to harness their creativity, resilience, and technological expertise," says Lyndy van den Barselaar, MD of ManpowerGroup South Africa. "By addressing their unique needs and providing them with the tools and support to succeed, we can secure a thriving, motivated workforce for the future."
For more information or to download the full white paper, visit The Future of Generation Z is in Employers’ Hands.
