Generation Z workers — those born between 1997 and 2012 — are in a unique position that can inform HR professionals about the future of workspaces. Those under age 30 have a reputation for favoring remote opportunities, but they are also gravitating toward in-person interaction in the workplace. Quite simply, these younger professionals crave a sense of affiliation and community, and that shouldn’t be too shocking. After all, this generation grew up behind computer screens, an issue that at-home learning during the pandemic worsened. They now want connection, including at work.
The data reflect the trends. According to the EY Belonging Barometer 3.0, 75% of employees reported feeling excluded at work. A 2024 Jabra "Mind the Gap" report reinforces this, finding that Gen Z workers believe meaningful conversations with leadership help them feel connected rather than disengaged. A recent ezCater survey found that 56% of Gen Z workers would welcome socializing opportunities at work, and 85% noted that workplace friendships increase their sense of engagement.
Gallup’s research adds the organizational view, finding that elevated stress among younger workers correlates strongly with disengagement. It follows that building community and belonging can help address both issues.
This presents a challenge for employers: In workplaces where that community doesn’t exist, other parties are happy to fill the vacuum.
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