A new global white paper by ManpowerGroup, The Future of Generation Z is in Employers’ Hands, reveals the pressing need for businesses to adapt their workplace strategies to attract and retain this generation of purpose-driven, tech-savvy employees.
The report highlights the unique challenges Gen Z employees face as they enter the workforce during a time of significant global disruption. From the aftermath of the Covid-19 pandemic to rapid digital transformation and automation, Gen Z workers are charting their careers in a landscape that feels both unfamiliar and challenging.
As a result, more than half (53%) of global Gen Z employees are considering leaving their current roles in the next six months, with many citing high levels of stress, a lack of flexibility, and a desire for more meaningful work—but 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 levels of employee engagement highlight the need for greater support from employers, it’s not all doom and gloom.
Many Gen Zers remain optimistic about their futures, viewing career development as a shared responsibility and actively seeking opportunities to build their skills. 42% view on-the-job training as the best way to enhance their professional growth, while others are seeking opportunities to develop transferable skills to remain competitive in an evolving job market.
Looking ahead to 2030, the report predicts that 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, becoming mentors to older colleagues in remote and hybrid work environments.
Some of the oldest Gen Zers are already setting their sights on leadership, with research showing they are twice as likely to aspire to CEO roles compared to previous generations.
However, challenges such as career "scarring"—a phenomenon where prolonged periods of instability affect 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 to meet this generation’s needs. Many organisations are already prioritising initiatives such as improving work-life balance, offering flexibility, and fostering diversity.
To build on these efforts, businesses should consider the following key actions:
By implementing these strategies and building on existing efforts, employers can create an environment that resonates with Gen Z employees, ensuring their engagement, growth, and long-term contributions to organisational success.
"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."
