Millennials and Gen Zs are rapidly becoming the dominant force in the modern workplace. A study by PwC found that these two generations currently account for nearly 40% of employees, and this number is seen to grow to almost 75% within the next decade.

What you need to know about Millenials and Gen Zs:

They are passionate about making a positive impact. They seek jobs that allow them to contribute to a better future, value a healthy work-life balance, and deeply care about the world.

When looking for a company, they prioritize trust, support, and alignment with their values— somewhere that cares about people and offers growth and personal development.

Companies that embrace their desire for purpose and a positive company culture can attract and retain the best talent from these generations. To do so, companies should ask themselves, “What do our younger workers want from their jobs?” 

Here are a few answers to that question that may attract Millennials and Gen Z candidates.

Purpose and Impact

Both Millennials and Gen Zs care about making a positive impact on the world. They want jobs that match their beliefs and help make the world a better place. 

For example, a Millennial might work for a green energy company because aside from the benefits, they care about the environment. A Gen Z person might work for a social justice group because they’re passionate about equality. 

Companies that clearly communicate their mission, goals, and how they help society are more likely to attract and keep these talented people. By showing how employees can contribute to important causes, like volunteering or working on sustainability projects, companies can create a more exciting and satisfying workplace that appeals to Millennials and Gen Z.

Work-Life Balance

A healthy work-life balance is a top priority for younger generations. Millennials and Gen Z want a good balance between work and their personal lives. They need flexibility to handle both work and personal stuff. Options like working from home, and generous paid time off are really important to them. 

For example, if a company lets people work from home, they don’t have to spend time commuting and can do personal stuff more easily. Flexible arrangements let people choose where they work, so they can decide where they would be the most productive. And having paid time off means people have enough time to rest to bounce back feeling refreshed. 

Companies that care about their employees’ well-being and offer these things will be more attractive to younger workers, and they’ll be able to keep the best people.

Career Growth and Development

Younger generations are ambitious and seek opportunities for professional growth. They look for places where they can learn new things, and move up in their careers.   They look for companies that will invest in their future. To attract and keep these talented people working for you, you should focus on helping them grow. 

You can do this by offering training programs, mentors, and clear paths for them to follow. For example, you could provide learning resources, pair them with experienced workers, or show them how they can move up in the company. Regular feedback and reviews can also help them feel valued and motivated.

Company Culture and Values

A positive company culture is essential for attracting and keeping the best Millenial and Gen Z talent. Millennials and Gen Z are more likely to join companies that match their beliefs and offer a supportive work environment.

For example, a tech company that cares about the planet and helping others is more likely to attract people who are passionate about these things.

Also, recognizing their achievements, whether through public praise or rewards, can also improve morale and encourage continued high performance. Finally, organizing social events, like team-building activities or company retreats, can strengthen relationships among employees and create a more enjoyable workplace.

Competitive Compensation and Benefits

Salary is also considered as the #1 consideration for everyone when it comes to accepting jobs. The pay should be fair and reflect the value of the job.

While salary is important, it’s not the only factor that Millenials and Gen Zs consider. They also want good benefits that fit their lives. Having health insurance is really important to them because they don’t want to worry about unexpected medical bills. Retirement plans help them save for the future, and things like paid time off and flexible work arrangements make them avoid burnout. Plus, bonuses and other perks are also nice, especially for younger people who want to grow their careers and have a good financial future.

Technology and Innovation

Younger generations grew up with technology and are comfortable using it in their professional lives. They’ve grown up with it, so it feels natural to them. They expect employers to provide modern tools and technology to support their work. 

This includes using various software tools, cloud platforms, and communication technologies. For example, a Gen Z employee might expect to use project management software to collaborate with colleagues in real-time, or a Millennial might prefer to communicate through instant messaging rather than traditional email. 

Companies that don’t keep up with the times could lose out on talented employees. On the other hand, those who are willing to change and try new things, like remote work or AI, will be more appealing to younger workers who value freedom and the latest opportunities.

Meaningful Work and Challenges

Because of Millennials and Gen Zs “idealistic” outlook, they seek careers that are both intellectually fulfilling and meaningful. They’re attracted to jobs that push their limits and allow them to make a huge impact. 

For example, a marketing intern might be excited to lead a social media campaign, and a software engineer might enjoy exploring the latest tech trends or solving complex coding puzzles. 

Giving employees chances to grow and take on challenging projects can help companies create a sense of ownership and involvement, leading to higher job satisfaction and employee retention.

It’s super important to get what Millennials and Gen Z are all about. These younger professionals have different ideas about work. They want their jobs to mean something – to make a difference. 

They also want a balance between work and their personal lives. They don’t want to be stuck in the office all the time. Career growth is another big deal for them. They want to learn new things and move up in their careers. A cool company culture that’s all about being inclusive is a must-have too. Sure, money matters, but it’s not the only thing that matters. And most importantly, they want work that challenges them and lets them do something good. If you can give them all this, you’ll have a team of people who are really happy and committed to your company.

As with any generation, building a strong relationship with Millenials and Gen Zs might take some time and understanding. Adapting your strategies to meet their unique needs and desires can help you position your company as a desirable employer for this talented demographic.