Let’s chat about Gen Z.

You've probably heard a lot about the latest generation entering the workforce…..Gen Z wants remote work. Gen Z wants unlimited PTO. Gen Z wants to be the CEO by Tuesday.

But what does Gen Z actually want? I decided to find out first hand.

My co-author and I surveyed Gen Z to find out what they actually want from a job — what matters to them, what they're afraid to ask for, and what happens when their expectations meet workplace reality….and we published our findings.

The "Educated-But-Inexperienced" Paradox: Why Onboarding Matters

But first, this is really important. Gen Z is thought to be the most educated generation in history. But they're also entering the workforce with the least amount of work experience compared to any previous generation.

Only 19% of Gen Z worked between ages 15-17. For Millennials at the same age? 30%.

What does that mean in practice? Your new Gen Z hire may have a degree, but they've likely never navigated a professional environment. They don't know what's normal. They don't know what to expect. And they may not have the work experience to help them figure out where to even get started.

For HR and hiring managers, this means onboarding isn't optional for Gen Z. It could very well be their first real exposure to how a workplace operates. And if we hand them a generic checklist and hope for the best, we're setting them up to fail.

5 Key Gen Z Workplace Statistics in 2026

Now on to the research.

They want a hybrid work environment, not remote. Nearly 70% of our Gen Z respondents prefer a hybrid work arrangement. Only 7% want fully remote. This is a real shift from the Millennial push for remote everything.
They want growth but feel too anxious to go for it. Opportunity for growth and advancement is their #2 most sought after job factors (after salary and benefits). But 67% of Gen Z say stress keeps them from taking on leadership responsibilities. They want to grow. They just need help building the confidence to get there.
They want work-life balance but don't know how to ask for it. Half of the Gen Z respondents said they have never asked a potential employer about work-life balance before accepting a job. They want it. They just don't have the language or the confidence to bring it up in an interview.
They want to be coached, not told. Gen Z prefers consultative coaching ….. managers who ask questions and help them think, not just give orders. When managers dismiss their ideas? They feel disrespected. Plain and simple.70% of Gen Z they struggle with in-person communication, so the way managers engage with them matters even more
They aren’t motivated by teamwork. Teamwork didn’t make the list for a top priority when looking for a job. Gen Z has reported that working in groups makes them anxious and that they would prefer to work independently.

4 Actionable Strategies for Onboarding Gen Z Hires

If you're responsible for onboarding Gen Z, here's where to start:

1. Build structure, not just schedules. Gen Z needs more than a calendar invite. They need a clear onboarding roadmap that tells them what to expect, who to go to, and what success looks like in the first 30-60-90 days and beyond.

2. Proactively communicate your flexibility and balance offerings. Don't wait for them to ask about work-life balance. We found out that they won't. Put it front and center in your job descriptions, interviews, and onboarding materials.

3. Help managers act as coaches. Gen Z wants managers who coach, not command. Managers should be involved in onboarding and know how to engage this generation. Ask questions, value their ideas, and build confidence early. But also, be willing to teach them if they get something wrong.

4. Frame teamwork as a skill-building path. Gen Z isn't motivated by teamwork the way Millennials are, but they are motivated by growth. Frame collaboration as a way to build new skills that lead to advancement opportunities.

Onboarding Isn't Optional for Gen Z

When your newest hires have the credentials but not the context, onboarding becomes even more important. It's not just about paperwork and logins — it's about setting expectations, building confidence, and creating the connection that keeps them around long-term.

The companies that get this right will win Gen Z. The ones that don't will keep wondering why their newest hires keep leaving.

We can Help

Want to talk about how to build an onboarding experience that works for every generation — not just the ones who already know the ropes? Reach out to us at info@upboard.work. We can help with that.

Research Source: Waddell, K., & Hall, A. (2025). Preparing Gen Z for the workplace: What businesses and educators can do to help them succeed. Federation of Business Disciplines Journal, 18, 1–13.