By: Ginger Ontiveros, President & CEO

The future of work is already here…

The future of work is already here—and it looks a lot different than it did just a decade ago

Generation Z (born roughly between 1997 and 2012) is now the fastest-growing segment of the workforce. One in four workers in the U.S. is Gen Z, and the oldest members are entering their late 20s. Right behind them is Generation Alpha—kids born after 2012—who will begin entering the workforce in less than a decade.

These young people are smart, connected, socially aware, and ready to make an impact. But they’re also coming of age during uncertain times: a pandemic, rapid technological change, and a job market that often feels like a moving target. Employers who want to attract and retain this talent need to understand what drives them—and what’s different.

Here are five things every employer should know:

1. They value purpose over perks.

   According to Deloitte, 49% of Gen Z say their top priority when choosing a job is alignment with their personal values.

2. They expect flexibility.

   After growing up with remote learning and hybrid everything, 75% of Gen Z workers say they prefer flexible work schedules and want more autonomy than previous generations.

3. They want support with mental health.

   A 2023 report found that nearly 70% of Gen Z want employers to prioritize mental wellness and work-life balance.

4. They expect employers to invest in their growth.

   Gen Z workers are not afraid to leave if they feel stuck—77% say they’re willing to change jobs for better learning and development opportunities.

5. They’re digital natives, but still want a human connection.

   Despite being tech-savvy, young workers still value mentorship, team culture, and feeling seen at work.

So what does this mean for your business?

It means if you want to attract the best from the next generation of talent, the same old playbook won’t work. Job postings alone won’t attract this generation. Employers need to show up differently: offer paid internships, prioritize mentorship, create growth pathways, and build workplaces where young people feel like they belong.

Every generation has changed something about the workplace they entered. This generation will too. We can get ahead by looking for ways to embrace the things they value, many of which today’s seasoned workers also appreciate.

As an employer, if you find yourself bristling at the thought of one or more of these top five, stop and ask yourself why. ‘It’s always been done that way’ is not a reason even my generation accepts. So, before saying no, consider whether the reason for your hesitancy is a business necessity and not simply a generational preference. Your young employee might have an idea that helps you retain all of your employees.

At Tomorrow’s Talent, we help employers meet the emerging workforce where they are, while also preparing students to show up as strong contributors for their teams. It’s not just about closing a skills gap. It’s about building a bridge between generations.

The next generation is here. Let’s not just welcome them—let’s prepare for them.