How to onboard and retain Gen Z? Expert Laura Bas shares tips

Gen Z in the Workplace: Who are they really?

Gen Z (born between 1997 and 2012) is the youngest generation in the workforce. As true digital natives, they grew up with smartphones, social media, and instant access to information. But behind the stereotype of the "always-scrolling generation" lies a pragmatic group that often sees work a little differently than previous generations.

Raised during times of economic crisis, climate change, and a pandemic, Gen Z values stability, meaningful work, and a healthy work-life balance. Sustainability, flexibility, and mental well-being rank high on their priority list.

And yet… there’s a stubborn stigma around this generation. They’re supposedly "lazy," "are asking for too much money," or "don’t want to work." But is that really true? Gen Z expert Laura Bas debunks the myths and explains how to successfully collaborate with this new wave of talent.

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Gen Z Stereotypes: Fact or Fiction?

There are some stubborn misconceptions about this young generation of workers. Let’s break down two common one, using Dutch examples to show what’s going on:

1. "Gen Z is lazy and doesn’t want to work."

If you look at Dutch data, you’ll see that nowhere else in Europe do as many young people work as in the Netherlands, Laura explains. "Here, 78% of young people are employed, compared to just 35% in the rest of Europe. Of course, there’s a desire to work four days a week part-time. But with the current housing crisis and inflation, many young people simply can’t afford that luxury."

"Gen Z won’t sign up for 60-hour workweeks. But I think that’s a healthy shift. Research shows that working longer hours doesn’t equal higher productivity. And that’s exactly Gen Z’s motto: work smarter, not harder."

2. "They have unrealistic salary demands."

Ever caught yourself feeling baffled when juniors ask for €3,200 a month, while you only made €2,000 at the start of your career? You’re not alone! "But with today’s housing crisis and inflation, young people simply need more to get by. "Even if they request higher salaries, entry-level workers today often have less disposable income—adjusted for inflation—than they did twenty years ago”, Laura points out. "Especially in the Randstad (region in the Netherlands), half their paycheck goes straight to rent."

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Workplace Innovation

Like every new generation, Gen Z brings fresh ideas to the table. Often the exact shake-up needed to challenge outdated habits. "How we lead, collaborate, and run organizations is really just a social process that keeps evolving," Laura explains. "But change – especially in routines we do on autopilot – can trigger resistance."

Take the student who got flak from her dad for using ChatGPT on her thesis. "He called it lazy," says Laura. "Until he took an AI training at work and started asking her for advice!" A perfect example of how Gen Z typically adopts innovation more readily than older generations.

You see this divide in social dynamics, too. Where many current leaders were raised to "pay their dues" before speaking up, Gen Z (and millennials) operate on equal-footing dialogue. "These differences in upbringing and social context – not just birth years – shape generations. So ditch the rigid generational boxes."

Given this context, it's hardly surprising that traditional recruiting often falls flat with Gen Z. The solution? Strategies that genuinely resonate. Bonus perk: While tailored for Gen Z, these approaches quietly benefit every generation.

Attracting Gen Z: How to become an employer of choice

Recruiting young talent demands a fresh approach. Traditional job listings filled with vague corporate speak don’t resonate with Gen Z. "They crave authenticity and transparency," emphasizes Laura. "Show them what it’s really like to work at your company."

Your job postings should include these four key elements:
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The 4 essentials of a Gen Z-friendly job post

1. Clarify the role
Start with a concrete job description. Use specific examples of daily tasks and skip the fluffy jargon.

2. Showcase your culture
Be genuine about what makes you unique as an employer and what the employee experience looks like.

3. Explain your flexible work policy
Explain your approach to work hours, locations, and autonomy. And back it up with real examples instead of vague promises.

4. Be upfront about compensation & perks
Always include salary (posts with pay ranges get 69% more applications). Highlight benefits like:

• Career growth opportunities
• Student loan repayment (tax-advantageous for employers, too!)
• Customizable benefits (let them choose extra PTO or higher pay)

But crafting the perfect post is only half the battle. You need to get it in front of Gen Z as well. So, how do you grab their attention?
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Gen Z recruitment tips

"Day in the Life" Videos

For Gen Z: the more authentic, the better. Replace standard job descriptions with videos where employees share their workday, challenges, and successes. "A video shows more than a thousand pictures ever could," says Laura.

Pro tip: Add testimonials from young colleagues sharing their experiences. This gives applicants a realistic picture of what to expect.

Social Media Presence

Video content is essential for Gen Z, and social media serves as the prime channel to connect with them, including those not actively searching. 'You want young people to know your company before they apply,' Laura explains."

Once you’ve attracted Gen Z talent, retaining them is crucial, and this process should start immediately. The next section covers how to successfully integrate and engage Gen Z through onboarding.

Gen Z Onboarding: From first impression to lasting connection

The first few months are critical for securing Gen Z's commitment to your organization. "Young employees want to feel at home quickly and understand how they can add value," says Laura. Effective onboarding can mean the difference between a short-term hire and a loyal team member. Here are some tips to onboard Generation Z:

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1. Start before day one

Begin onboarding before the first day (preboarding). Share info about core values, goals, and mission, along with practical details like dress code and expected behaviors. This reduces uncertainty, especially for first-time job seekers. "A small gesture, like chocolate with a handwritten note, works wonders too," Laura adds.

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2. Roll out the welcome mat

Take time to properly mark the new colleague's arrival. "As a manager, block out real time," advises Laura. "Even just 30 minutes for coffee and a proper welcome makes all the difference." Also, introduce them to the team right away to start building relationships.

[.callout-small]Discover actionable ways to support your new hires as a manager[.callout-small]

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3. Set clear role expectations

Be specific about responsibilities and related expectations. "Gen Z wants clarity on what success looks like," Laura explains. "Combine this with coaching - having someone to help answer: What are my strengths? Where should I focus my growth? What benchmarks will lead to promotion?"

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4. Facilitate team connections

Gen Z values coworker relationships. Dedicate onboarding time for introductions, think coffee meetups or lunch introductions. “Always provide an org chart too; they need clarity on roles and responsibilities. "They want to know exactly which door to knock on for specific questions," Laura emphasizes.

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5. Assign an onboarding buddy

Pair the new hire with an experienced colleague as their buddy. "Many in my generation fear making mistakes," Laura explains. "They'll ask a peer buddy questions they'd hesitate to ask a manager."

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6. Mix it up with video

Like most generations, Gen Z responds best to varied training approaches. Blend traditional methods with short, punchy videos explaining key topics, like complex processes or role-specific challenges. And have leaders answer common onboarding FAQs on camera.

"My research shows almost no Gen Zer wants fully remote work or onboarding," Laura notes. The sweet spot? A hybrid of in-person meetups and digital resources, they can explore at their own pace.

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7. Ask for feedback regularly 

"Make feedback requests routine with new hires, and set up a dedicated 1:1 after 2-3 months to debrief their onboarding. 'Gen Z won't usually speak up with critiques on their own—not at first. They're focused on perfect performance,' says Laura. 'But create a safe space for dialogue, and you will receive honest feedback.”

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This approach applies to job posts, too. Make sure the role description matches reality. It’s all about managing expectations, which is key to long-term retention.

How to retain Gen Z

Now that you’ve attracted Gen Z and set them up for a strong start, the big question is: How do you keep them? When it comes to retention, Gen Z broadly falls into two categories.

1. The explorers

Some in this generation use their twenties to experiment. They’re asking: Which company truly fits me? And why not travel if buying a home isn’t feasible right now?

Retention reality: You won’t keep this group long, and that’s okay. But prioritize graceful offboarding. "Their friends, peers, and networks are often in the same boat," notes Laura. "A positive exit means they’re likely to refer others. This generation talks a lot about their work experiences."

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2. The stayers

For Gen Zers with long-term potential, focus on:

● Growth paths: Map clear career trajectories with specifics, like: “Hit these three goals, and you’ll progress to [next step].”

● Recognition: Gen Z wants to be acknowledged. Getting compliments and knowing their work makes a real difference are important to them. See here how to give recognition.

● Flat communication: Ditch rigid hierarchy. Give constructive feedback 1:1, and do it promptly after events.

But what it really comes down to? Culture! “Good, fun colleagues matter most to them,' Laura emphasizes. Companies with strong cultures are the most future-proof.” Combine this with growth opportunities and room for personal development, and you’ve got the foundation to retain young talent long-term.

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Conclusion: Building the future together

Gen Z isn’t a problem to solve—it’s an opportunity to embrace. This generation brings fresh energy and new perspectives that often drive positive change across the entire organization. Their preferences - like flexible work, growth opportunities, and a positive work environment - are upgrades that benefit everyone.

The key to success? Collaboration. “Gen Z is bursting with creativity and brings a wealth of new ideas. But to turn these ideas into action, they need the experience of older colleagues,” Laura notes. So, look beyond generational differences. And remember: Investing in Gen Z means investing in your company’s future.