It may be hard to believe, but Generation Z (born between 1997 and 2012) is starting to flood the workforce. And by 2025, they'll hold 27% of jobs worldwide. 

As a business leader, it’s time to start taking notice. Because if you know what attracts, motivates, and keeps Zoomers around, you can reap the benefits they bring to the team. 

Here’s what you need to know about Gen Z:

First, ditch the "lazy" label

It's an age-old tradition: attach degrading adjectives to the up-and-coming generation. Then, blame the newcomers for all the world's problems. Millennials were entitled. And now, Gen Z is called out for being lazy.

But there's plenty of proof contrary to that belief. Zoomers have organized rallies overnight. They’ve fostered online communities that are a million-strong. And they're on track to be "the most disruptive generation ever.”

So, what should we call Zoomers instead?

Two words: Passion. Driven.

Gen Z grew up hearing, "if you follow your passion, you can personally make a difference." And while previous generations might think it's corny or pseudo-motivational schlock, they took it to heart. 

And it’s not an excuse for Zoomers to job hop across entry-level positions. But it is evidence that they don’t want mundane and unimportant work. They’re searching for a passion that lights a fire under their feet. And, more specifically, a passion that pays. 

When you put a Zoomer in a role that they’re passionate about (and getting paid well to do it), your company will be better off for it. Because their determination to drive meaningful change gets funneled directly into what your business does. 

How Gen Z employees benefit your company

From a managerial and hiring perspective, SMBs should be eager to recruit, hire, and train Gen Zers. They can help your business: 

1. Stay in touch with the current social landscape.

Zoomers are the first generation to grow up in a completely digital landscape. Some even learned to scroll before they could walk. Meaning, they’re closely connected to the internet, including the power it has to hold people accountable for their actions. 

As a result, Zoomers are committed to holding companies accountable for their social responsibility. And they’re also critical about how the companies they work for navigate the landscape. So, if you can get Gen Z eyes on the inside, you have the upper hand in keeping your SMB from being canceled.

2. Take advantage of job rotation and cross-training opportunities.

Because most Zoomers are still trying to figure things out, they’re willing to try out jobs that are harder to fill. And while you might need to switch roles to retain them, the cross-training they do within your company is invaluable because it'll help provide them with a more understanding and empathic view of the rest of the team. 

It'll also give them a better understanding of what you do as a company. Plus, when things do go as planned, the new opportunity can provide them with more autonomy and authority (and that’s precisely what they want).

3. Grow and develop employees into what you need.

A lot of Zoomers haven't even graduated high school yet. But the ones who have are brand new at their jobs. Meaning, they’re actively looking for opportunities to learn and level up. 

And by having the first shot at developing a Zoomer’s skills, you have an ideal opportunity to mold your model employee. Because you can form Gen Z talent into exactly what your company needs. And you can do it without having to combat any bad habits or ego from previous jobs. 

What companies can do to attract, hire, and retain Zoomers

There will be millions of Zoomers joining the workforce in years to come. And despite being known for job-hopping, Gen Zers will stick around when they genuinely feel appreciated and cared for as individuals. Here’s what you can offer to make that happen:

Personalized roles that nurture their passion. 

Because Gen Zers are passion-driven, they want personalized roles that align with their talents. Whether that means creating a development plan, offering volunteer opportunities, or building out a custom role, the point is they don’t want to be just another number on a roster.

Instead, they want organizations to recognize their individual expression. And ultimately, help them adapt to roles that fit their unique talents. That way, they can contribute their expertise to something bigger. As a result, they’ll stick around with you for a lot longer. 

A voice and autonomy. 

Zoomers have been told that their voices are a force for change. That’s why they want to be heard when they share their ideas. And they want to know when the good ideas make a real difference. Otherwise, it’s just like being another cog in the machine.

If you want to retain Zoomers, you need to not only collect their thoughts, but also, take what they share seriously — and act on it. For example, you can send out engagement surveys and follow up with a clear report on what everyone said (and how they’re responding).

Mentorship.

Zoomers don’t want to remain stagnant. They’re growth-oriented and constantly looking for someone who can teach them new skills. As an SMB, you can take advantage of this by setting up a mentorship program. Or use your one-on-one meetings to educate new employees. 

For instance, think about hosting a weekly 1:1 between employees and managers and between employees and direct reports. During the meeting with managers, young employees get a chance to pick their brains and learn more about what they’re trying to accomplish and how they’ve successfully (or unsuccessfully) made strides to do those things (here or elsewhere).

Clear expectations and growth plans.

Zoomers won’t do things that don’t seem to matter. But that doesn’t mean they’re above doing mundane tasks. You just have to explain why they’re doing them, the right way to do them, and how those tasks help the company in the long run. 

With that said, you also want to make sure the end is in sight. Meaning, what does the Zoomer have to do to get the promotion (and stop having to do these mundane tasks)? That way, they can visualize the goal and feel motivated to do the tedious tasks to get there.

Authenticity and inclusivity.

Gen Z is the most diverse generation our nation has ever seen (48% of Zoomers come from racial and ethnic minorities). As a result, they want to join organizations that value diversity and inclusiveness — and work with colleagues who mirror their generation. 

Similarly, when something significant happens (like the BLM movement), they want to know where the company stands along with real-world proof that they mean what they say. So, don’t stay silent on what matters morally to your company. Instead, share it with potential job seekers and back it up with your actions. And if you haven’t focused much on your diversity, equality, and inclusivity policies, start now. 

Respect that’s reciprocated 

Older Zoomers watched their parents get laid off in 2008. And in the same year, they learned that their parents' bosses still got bonuses. So they understood at a young age that equal respect is not a given at work. And, in some cases, it’s not even existent.

Today, that life lesson has translated into a two-way relationship between Zoomers and direct reports. They want managers to earn their respect, just like they’re going to try to earn yours. Which means mutual respect might not be automatic — you might have to build it before it’s reciprocated. 

Here’s the thing: Gen Zers are making their way into the office landscape. And if you don’t adapt now, you might struggle to bring them on. But if you understand how to recruit and retain them, Zoomers can seamlessly step into a multi-generational office and help you build an even stronger company.