A simple framework that turns your revolving door into a talent magnet
Generation Z is making their mark in the workplace. Whether that’s a good thing or not depends on how you manage this latest generation to take over the workplace.
Generation Z isn’t just changing how companies recruit—they’re rewriting the rules for what it takes to engage and keep top talent. Here’s how to transform your retention strategy for a generation that expects more from leadership, and won't hesitate to squawk and walk if those expectations aren’t met.
1. Recognition: Be Quick, Be Real, Be Relevant
Most Gen Z employees aren’t satisfied with generic “great job” emails or the occasional shout out at staff meetings. This generation expects recognition to be:
- Quick: Celebrate achievements as soon as they happen. Delayed recognition feels inauthentic and, worse, easily forgotten.
- Real: Avoid cookie-cutter praise like, “Awesome job.” Personalize your feedback ("You nailed that client problem and raised the team's reputation. You rock!") to show you’re paying attention and that you really mean what you’re saying.
- Relevant: Gen Z employees aren’t all the same. Ask Gen Z employees how they want to be recognized—some may want a public high-five, others may prefer a private note or a shot at working on more challenging projects so they can develop their skills.
2. Clear Career Growth—Even If They Don’t Want Your Job
Gen Z is less interested in traditional leadership tracks (they don’t want your job) and more focused on personal growth and opportunity. To keep them engaged:
- Transparent Pathways: Share what growth looks like—lateral moves, project leadership, skill development, and new roles. Remove the mystery from advancement or sideways movement.
- Personalized Development Plans: Co-create individual growth blueprints with each employee, based on their interests and strengths.
- Succession Mindset: Show them how they can grow in place, even if management isn’t their goal. Short-term milestones, opportunities to work across teams, and constant feedback make the future in your organization feel doable.
3. Adapt Your Leadership Style: Customizing How You Lead and Communicate
Gen Z isn’t interested in a one-size-fits-all manager—they crave leadership that recognizes their individuality. That means:
- Flexible Communication: Ask your Gen Z employees how they prefer to communicate. Some prefer Slack messages; others value scheduled check-ins. Adapt your style.
- Feedback Loops: Create regular space for Gen Z to give you feedback, not just the other way around. And who knows, you might become an even better manager than you currently are.
- Be Human: Be open about what you’re learning and how you’re adapting—not just as a company, but as a leader. Share your mistakes openly so that Gen Z understands that even you have something to learn.
The Gen Z Retention Blueprint
Why does this matter? Because recent Gallup and Business Insider reports show that 65% of Gen Z workers feel disengaged. Many are actively seeking new job opportunities. If your recognition is generic, your management style is old school, and your people don’t have a blueprint for growth, you’re bleeding top talent. But organizations that embrace these three non-negotiables are magnetizing ambitious, loyal Gen Z employees—while their competitors watch the door swing.
Takeaway for Leaders
- Stop guessing what Gen Z wants—ask them.
- Apply personalized recognition and career plans, not outdated career tracks.
- Become a responsive listener and communicator, not a “my way or the highway” boss.
That’s the simple (but powerful) framework that can stop the talent exodus and turn Gen Z into your biggest asset—before the competition figures it out.
A version of this article appeared on forbes.com, posted on August 11, 2025
EXPERD, Human Resources Consultant, Jakarta – Indonesia