What Younger Generations Expect from Work – 4 Practical Tips for Boosting Engagement
Younger generations are taking on an increasingly central role in the workforce – how is your organization meeting their expectations?
Generation Z is rapidly becoming a quarter of the workforce, while Millennials already make up the majority of working-age individuals. At the same time, questions about engagement are becoming more pressing. According to the 2024 "How is Finland Doing?" survey, one in three employees under the age of 36 frequently considers changing jobs. This is not a passing trend but one that demands new thinking and actions from employers.
How can employers build a more human-centered and engaging work environment for the next generation of talent?
Humanity in Work Is More Important Than Ever
According to Deloitte’s 2024 global survey, work remains a central part of identity for both Generation Z and Millennials. The problem isn’t a lack of meaning—expectations towards employers have simply grown.
Younger generations expect genuine interest from their employers in their well-being, development, and the meaningfulness of their work. If these expectations are not met, engagement weakens—and thoughts of changing jobs arise quickly.
Four Practical Tips to Engage Younger Generations
1. Put Meaning at the Center
Nearly 90% of Gen Z and Millennial employees rate meaningful work as extremely important for their job satisfaction and well-being (Deloitte). However, they experience this meaning less often than their older colleagues (Finnish Institute of Occupational Health). It is the leader’s role to help employees see the broader impact of their work—how it connects to the organization’s goals and values.
➡️ Tip: Highlight your team's concrete impact. Frame even small everyday successes as meaningful contributions to a larger story.
2. Supporting Mental Health Is the New Norm
Gen Z and Millennials are not shy about discussing mental health—they expect workplaces to take it seriously too. For leaders, this means addressing well-being openly in everyday interactions, helping manage workloads, and offering early support.
➡️ Tip: Strengthen early support models and consider adding low-threshold services, such as mental health chats, to your occupational healthcare.
3. Inclusion and Responsibility Are Non-Negotiable
Younger generations see diversity, equity, and responsibility as baseline expectations. It’s no longer enough to talk about values—actions must back them up.
➡️ Tip: Start with a staff survey. Find out how inclusive your employees perceive the workplace to be and identify specific areas for improvement within your organization.
4. The New Standards of Leadership
Generation Z expects leadership to be coaching-oriented, transparent, and respectful of individuals. The importance of feedback, clear goals, and genuine presence cannot be overstated.
➡️ Tip: Support managers in developing their feedback and leadership skills—for example, through mentoring or targeted coaching programs.
How We at aTalent Support the Leadership of Younger Generations
At aTalent, we have developed coaching programs specifically designed to support the leadership of next-generation professionals. In autumn 2024, we delivered a tailored training program for ALM Partners, a financial sector company, providing modern tools for leading Gen Z employees.
Our 20 years of experience, our strong focus on university-educated professionals, and our close collaboration with clients ensure that we understand both the expectations of young professionals and the needs of organizations.
Want to Strengthen Engagement and Well-Being in Your Organization?
Our HR consultants can help assess your current situation and build practical solutions to strengthen leadership and employee engagement. Book a meeting with our HRaas & Recruitment Director, Jenni Tontti, and start making a change today.