Navigating Gen Z’s Expectations in the Modern Workplace

April 2025 report and presentation developed for The Data Mine at Purdue University by Jennifer L. Merrell, Uncharted LLC. The content in this document is the property of Uncharted LLC and Jennifer Merrell and may not be reproduced, distributed, or disclosed to any third party without prior written consent.

By 2030, Gen Z will represent 30% of the workforce and they’ve already earned the reputation as one of the most challenging generations in the workplace. There are reports of wanting to work less, not showing up on time or dressed appropriately, and being most likely to quit their jobs.

Gen Z employees are often perceived as challenging. At the same time, they bring valuable perspectives and skills to the workforce. Emphasizing the elements of workplace culture, we will look at the gaps in expectations between employers and our newest generation in the workforce and dig into actionable insights for employers. By understanding and addressing these gaps, employers can create a positive work environment that benefits both Gen Z and the overall success of their organizations.

Who is Gen Z?
Born between 1997 and 2012, this is the first generation to grow up entirely digital. They are the first generation to be connected to the whole world….their entire lives. And they have high expectations for their employers.

These all seem like positives for the workforce, yet the negative rhetoric around this generation is all over the place. This had me quite curious. 

I went on a journey conducting over 40 hours of interviews with employers, current college seniors, and recent college grads who had been in the workforce 1-3 years. I wanted to uncover where this gap in expectations actually resides and what we might be able to do to close it. This report outlines what I found.

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I heard a story last fall from the President of a mid-sized firm (800-1000 employees) in Central Indiana that was a bit shocking, yet an example of GEN Z earning the reputation as the most challenging generation in the workplace. Like many organizations, the entire team went remote during Covid and, like many organizations, the team has been called back into the office. A recent college grad refused to come back into the office citing she was hired remotely and was only going to work remotely. It was communicated at the time of employment that the remote work environment was due to Covid and it was communicated at the time everyone was requested to return to the office that the conditions for remote work were no longer relevant.  Yet, this worker was resistant and unwilling to return to the office. She was told her employment would be terminated if she did not return to the office with the rest of the team. She continued to refuse and was ultimately given the option to return or be fired. She continued her insistence and was ultimately fired.

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Like many, I am both frustrated with and hold great excitement in the brilliance I see in Generation Z.

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SALARY EXPECTATIONS

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We have to talk about salary expectations.  We are all in touch enough to know that a lot of information Gen Z has, whether it’s data-backed or not, is coming from social media. Platforms like Tik Tok and Instagram are less accurate. There is regular commentary out there presenting questions such as “Do you feel like you are compensated fairly?” and statements being made like “$70,000 a year is not enough for me to live on.”  This is coming from social media. There is also a general conversation amongst undergraduates that everyone makes 6-figures right when they graduate from college. We all know it is not. At all. But what I found when I sat down 1:1, it’s not as bad as social media might have you thinking.

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Not every recent grad has the same expectations.

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“Earning was not (my priority for my first job out of college). I was learning to eventually earn. I knew I could become much more. I was looking for opportunities; strictly opportunities. 

• How can I make a bigger difference? 
• How can I build my own track record? 
• How can I learn more?

Those were the questions that I was asking myself through the process (of looking for a job).I ended up making the right decision especially with the company I chose. I need to learn to earn and you just have to have that mentality, like truly believe, especially now more than ever.”

– 2022 Ball State University Graduate

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Hear some of the interviews from Navigating GEN Z’s Expectations in the Modern Workplace on my YouTube channel: “Gen Z Gets a Job“.

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BRIDGING THE GAP

What are some ways to bridge the gap between salary expectations of a college senior and that of an employer?

Employers
Too many students are getting their intel from Tik Tok and instagram and are being pounded with rhetoric such as “Do you feel you are being compensated fairly” alongside emotionally charged commentary on how CEOs are overpaid and greedy.

Emphasize total compensation. If you are not already doing so in your conversations and offer letters, it’s a good time to get more detailed. I found  the current seniors I spoke with could not define what “total compensation” means and they expressed a need for details to feel secure in their decisions.

I would suggest that if you are not already doing so in your conversations and written offer letters, it’s a good time to address total compensation. 

Most of the college seniors didn’t understand the impact of what a 401k match would do for them or why employer paid health insurance premiums are a huge benefit. They aren’t able to tie the compensation amount to the benefits in a way that they understand the long-term  impact.

• line item the cost of each benefit
• Include a total line at the bottom of what the total compensation entail
• Include a cost of living fact sheet comparing your location to other cities your recruits are likely considering.

You will have given them transparent information and the tools to, at least, think about things from the bigger picture.

Nearly every recent college grad I spoke to told me that better information on how to handle personal finances would’ve been very valuable in college. It is my hope that personal financial responsibility is handled at the high school or college level. However, hope is not a strategy.   We can bridge this gap.

I would suggest making personal finance a part of your onboarding or year-long training for new grads. Perhaps even include on-going personal finance coaches for all your employees. An employee that is free from personal financial stress will be happier and more productive.

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WORKFORCE PREPAREDNEss

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I’m a huge advocate of doing 2 or more internships in a variety of fields and I want to see other work experience too. I want to know what students have done above and beyond the degree requirements to learn about themselves and their aspirations. Has the student explored a variety of industries they are curious about? Have they explored different roles? And I don’t care if that internship was paid or not. If the only one you can find is unpaid – do it and work a second job for money. If a student comes to me and says all they’ve done is upload their information in Handshake and click some boxes, that isn’t going to cut it. If they’ve waited until spring of their Junior year, the stress is self-imposed. It’s the equivalent of taking a bag of potato chips to a pitch-in. Sure, you’ve fulfilled the minimum requirement, but are you really making any effort?

In the 1980s, only 3% of college graduates completed an internship (which is crazy because I did two). 

Now it’s nearly 60% and most internships yield full-time job offers. 

Strada’s Talent Disrupted report in June 2024 found that students who participate in internships are 49% less likely to be underemployed at graduation. 

And 60% of students who don’t intern report wanting to do so.

The graduates I spoke with, who have been working for the last year to 2 years, felt well prepared for the workforce. Anecdotally, this was mostly centered on the technical skills necessary. 

This is great news. Our educational institutions are doing a good job of technically preparing students for the work world. 

Our Seniors in college? Well – they’re scared and, frankly, the lack of internships and career-focused work experience can help some with that. I’m a huge advocate of doing 2 or more internships in a variety of fields and I want to see other work experience too. I want to know what students have done above and beyond the degree requirements to learn about themselves and their aspirations. Has the student explored a variety of industries they are curious about? Have they explored different roles? And I don’t care if that internship was paid or not. If the only one you can find is unpaid – do it and work a second job for money. If a student comes to me and says all they’ve done is upload their information in Handshake and click some boxes, that isn’t going to cut it. If they’ve waited until spring of their Junior year, the stress is self-imposed. It’s the equivalent of taking a bag of potato chips to a pitch-in. Sure, you’ve fulfilled the minimum requirement, but are you really making any effort?

• In the 1980s, only 3% of college graduates completed an internship (which is crazy because I did two). 
• Now it’s nearly 60% and most internships yield full-time job offers. 
• Strada’s Talent Disrupted report in June 2024 found that students who participate in internships are 49% less likely to be underemployed at graduation. 
• And 60% of students who don’t intern report wanting to do so.
  

Survey data collected by the National Association of Colleges and Employers in March of 2024 showed that of students graduating in 2023, slightly more than 60% of students complete at least one internship.

BRIDGING THE GAP 

Employers
My hope is, everyone reading this report is already fully dedicated to internships, co-ops, and longer-term experiences. Please keep growing a robust program and encourage those in your business community to do the same. In 2022, my team of 4 recruited 198 spots for interns in Central Indiana. It was daunting. The biggest barriers to participation were “being highly focused on what we are doing and not having the capacity to take on even one intern”.

If we do not invest in the next generation of our workforce by giving them amply and robust real-world experiences, we cannot expect them to be prepared much beyond the technical training happening in their academics. I expect everyone in this room believes in this deeply as well.

Current Seniors in College
Internships are an area I tend to talk to pretty brutally about with students. I’ve even written content in student newspapers on the topic, spoken on campus, and in numerous one -on-one conversations.. It is the students’ responsibility to get workplace experience and I believe this  is a crucial component of the college strategy from the first day of freshman orientation. This is not a junior year objective. Internships are the element I see missing the most and the most important piece of the puzzle for college to career success. And just one internship? That won’t cut it.

• Go to industry round-tables and career fairs starting freshman year (and go back every opportunity).
• Go to the table where there is no line (skip Google, the application is online). You have the chance to be one of a few instead of being one of thousands and you might find out about a really amazing company or job you never knew existed.
• Email interesting companies. Ask for 30 minutes to learn about someone’s career path (people love to talk about themselves).
  • Early in the collegiate career, students have a lot of grace on how they show up and what they ask. Those that can dress appropriately and ask good questions will be remembered.
• I recommend students have 2-3 internships and be able to answer interview questions with good storytelling. I want to hear how you have explored different industries and different roles and how those experiences have led them to want to be in the role and industry they are interviewing for..

Recent College Grads
Be the person willing to take on an intern. Yes, it’s extra work. Yes, you have other things to do. Yes. You are hyper-focused on your own career growth.  Guess what? This is part of it. You can dedicate 10 weeks one semester or a weekly visit to The Data Mine to manage a project. Along the way are learning management skills and honing your own abilities to lead a team which will help propel your career.

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WORKPLACE EXPECTATIONS

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I really expected a much larger gap than the interviews revealed. I’ve certainly heard instances from many employers and read articles stating that there are wide-spread challenges with GEN Z meeting deadlines, being depressed appropriately, and even simply showing up on time, the interviews did not reveal that this is a large-scale problem on the employer side or the recent grad side

DEFINING WORKPLACE EXPECTATIONS:
We are, again, in a situation where the current Seniors in college simply don’t know. They aren’t sure what to expect. The recent grads either knew the expectations because they learned them through the interview process or they learned them during a variety of internship experiences.

BRIDGING THE GAP 

Employers
Effective leadership encourages a culture of accountability by setting clear expectations, providing regular feedback, and recognizing employee contributions. Do this early and often. Continue to provide internship and real-work experiences where students are held accountable, even if it’s uncomfortable (for you or for them).

We all want to understand expectations and, I believe, we all want to do well and please the people we work for and with.

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Internships are a teaching opportunity as much as a learning opportunity.

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Current Seniors in College just don’t know. Overall, they were a bit nervous, unsure, and afraid. Yet, many of them weren’t overly concerned about internships aside from the one required to check a box as a degree requirement. 

Higher Education

1. Require internships, co-ops, or other real-world work experiences for every major…..and more than one. 
2. Ensure students receive college credit for internships, co-ops, and real-world work experiences.
3. We have to tackle K-12. The bar to graduate high school seems to get lower each year. I’m of the mindset that it’s better to set the bar high and miss it than to never have reached. How are we teaching resilience, grit, or perseverance? How are we teaching that failure is an opportunity to grow, improve, learn, or explore? Discourage K-12 from excessive retakes on exams for the purpose of boosting outcomes (Yes. This is happening). Lowering the bar to graduate high school does not effectively prepare students for college or the work world.

Current College Students
I recommend that students create a strategy for their collegiate career starting, ideally, as freshmen. In addition to an academic advisor walking them through the strategy to acquire the necessary credits, an intentional path that includes multiple real-world work experiences and the strategies necessary to explore multiple industries and roles through connecting with working professionals (aka learning to build a network and the understanding the long-term impact of that network) will provide a better understanding of expectations. Ultimately, the onus is on the student. Higher ed has a much bigger obligation to the student to be prepared for the workforce than ensuring they check each box of a course requirement. Putting classroom theory to work early and often will result in preparedness.

Exposure to rigor and developing perseverance and resilience are key components to not just collegiate success but long-term career success.

The greatest gaps uncovered during these interviews, however, fall under one category: Workplace Culture

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WORKPLACE CULTURE

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CULTIVATING A CULTURE of GOOD
TrueU Chief Culture Officer & Partner, Amber Fields, explains that there are three main steps to take when cultivating a good workplace culture:

Corporate Values are a company’s guiding principles and beliefs. They outline what the company thinks is important.

Workplace Culture reflects how those values are lived out in the day to day behaviors, norms, and experiences of the employees.

We’ve established there is an agreement amongst Employers, Recent College Grads and Current College Seniors with regards to the importance of workplace culture, let’s talk about some of the biggest GAPS in corporate culture I uncovered in my interview sessions: mentorship and engagement.

BRIDGING THE GAP 

Three main areas were uncovered as spaces where the gap in expectations can be closed.

1. Mentorship
2. Engagement
3. Culture Fit

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WORKPLACE CULTURE:  MENTORSHIP

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What does mentorship look like? Mentorship can look many ways. It can be formal or informal. Mentors can be assigned or found independently.

What do mentors do? A mentor provides guidance and advice to help the mentee grow and develop professionally. This includes:

• Active listening
• Building trust
• Setting goals
• Giving feedback (such as on a mentee’s progress)
• Collaborating 
• Having open and sometimes difficult conversations

The 4 C’s of Mentorship

• Counsel
  • Career discussions, wisdom, insights, and advice garnered from years of experience and expertise.
• Correction
  • The dreaded constructive criticism. Mentors guide mentees toward self-improvement without making them feel bad.
• Connection
  • Trust, empathy, and open communication are cornerstones to connection. Trust creates a safe space for mentees to share their aspirations, barriers to success, and vulnerabilities.
• Champion
  • Mentors actively use their influence, networks, and resources to pave the way for their mentees. Mentors help identify opportunities aligned with the mentee’s aspirations and advocate on their behalf. Mentors believe in their mentee’s potential and can be a powerful catalyst for career advancement.

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WORKPLACE CULTURE: EMPLOYEE ENGAGEMENT

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What is engagement?
Employee engagement is different from employee satisfaction. Engagement is demonstrated by how employees think, feel, and act. This includes their emotional connection to their work, team, and organization. 

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Engagement helps employees form a sense of belonging. Everyone wants to feel like they belong where they’re at.

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Attributes of an Engaged Employee:
Employee engagement measures the satisfaction people receive from their roles. Engaged employees feel a sense of pride in their work; they believe they’re contributing to the company’s mission and success. They generally feel high levels of motivation to perform well in their position and will make additional efforts to ensure they handle their responsibilities properly.

An engaged employee collaborates well with their team members. They will act when they see areas for improvement that could benefit the company. Engaged workers are eager to assume new responsibilities and are often the first to volunteer to help with major projects. When you have an engaged employee, you know you can trust them to get things done. 

Ways Employers Encourage Engagement:

• Informal and formal recognition programs
• Bonuses or even a simple “thank you”
• Professional development opportunities
• Transparent communication on the company goals, vision, and mission
• Modeling of company core values at all levels
• Value diversity
• Encourage work-life balance / flexibility
• Provide opportunities for employees to meet and learn about one another outside of work requirements

Ways Employees Show They are Engaged:

• Regularly produce quality work
• Provide suggestions to improve company processes 
• Go the extra mile to ensure new workers assimilate into the organization 
• Voice their opinion on new company initiatives 
• Participate in company-sponsored events outside of work 

Results of Positive Employee Engagement

• Greater profitability
• Higher productivity
• Healthier employees / fewer absences
• Employee retention

Here is an example of an informal way of generating positive employee engagement: The High Five note.

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WORKPLACE CULTURE: CULTURE FIT

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Every company has a different culture and each prospective employee has their idea on workplace culture. Much like the technical skills required for any particular role, the culture fit has to be the right fit. 

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“The trusting relationship you build with them starts the first moment of the first interview.”

– Amber Fields, Chief Culture Officer, TrueU

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Here are a few ideas on behavior-based interview questions that can help you get started:

1. What gets you excited about coming to work?
2. How can your manager best support you?
3. How do you prefer to communicate with co-workers?
4. What would your ideal work schedule look like?
5. How do you like to be recognized or celebrated?

Consider having other team members interview the candidate for culture fit and observe how they interact with your team. Even consider having those that aren’t directly on your team, but another team that interacts with this team be a part of the culture fit interview.

The culture fit interview also gives the candidate an opportunity to learn more about you. It helps them be confident in their decision to join your team or not. Everyone is evaluating whether the fit will benefit all parties involved and this is a good thing.

Bridging the gap between employers’ expectations and Gen Z’s will be a key component to our future success.  Yet, I was still curious about a few more things:

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HOW DO EMPLOYERS BEST CONNECT WITH GEN Z?

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Quotes from a few of the current college seniors interviews in Q4-2024

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“Help us build our confidence in ourselves and your company.” 

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“We tend to be scared of asking questions. Please check-in with us and ask us if we’re ok.”

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A few quotes from recent college grads interviewed in Q4-2024

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“Employers need to do a better job of connecting with students early and often on campus. Even use social media to communicate your brand and values.”

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“Ask about us. Be invested in the individual and what motivates the individual.”

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“We’ve lost a lot of faith in employers. We’ve lost trust. We’ve witnessed the crash of 2008, covid, and massive tech-layoffs. We sort of sit here each day thinking we could get laid-off any moment. We need to feel security and trust and not just words.”

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“Keep us engaged. We get bored easily. Be invested in us.”

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“We want personal connections & to feel valued. Have genuine care for us as individuals.”

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“We went through covid, basically on house-arrest. Provide us some opportunities like social events where we can get to know one another. Get to know us.”

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WHAT WILL KEEP GEN Z AT A JOB?

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Quotes from a few of the current college seniors interviews in Q4-2024

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“A supportive environment where we feel valued.”

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“Having fun events where we can connect with our co-workers.”

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“Growth potential. The ability to move forward and continue to grow in my responsibilities.”

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“The ability to improve and contribute in a meaningful way.”

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“Even if you have a big workload or a hard work week, knowing that we have a team behind us is important.”

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A few quotes from recent college grads interviewed in Q4-2024

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“Feeling valued.”

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“Opportunities for growth. The ability to learn.”

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“Being able to tie what I’m doing to something….that my work is contributing.”

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“An employer that genuinely cares for each employee. We want to feel valued for our individual skills.”

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“Great people who are on a mission with you. They’re ready to make it better than it was the day before.”

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After hours of research and interviews,
I’ve come to the conclusion that what GEN Z wants most is:

WE CAN’T IGNORE GEN Z.

In fact, the future of our businesses and our economy will depend on them.  How we cultivate our workplace cultures and the experiences Gen Z has within our companies will be a determining factor in our future success. A multifaceted approach that addresses the gaps between employers and this emerging generation will be key. 

It’s not about the snacks in the break room. It’s about creating an environment where Gen Z feels valued, empowered, and inspired to make a difference. By bridging the gaps and embracing the unique perspectives of this generation, we can unlock their full potential and ensure a prosperous future for all. 

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“YOU DON’T WANT TO MISS WHAT COMES NEXT.”

– Jack Reynolds, 2022 Purdue University Graduate

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Thank you to higher education and community partners, employers, current college students, and recent college grads who volunteered the time to have open and vulnerable conversations about what is important and how we can all do just a little better to bridge the gaps between the expectations of employers and those of our newest members in the workforce.

SOURCES:

Gen Zers Aren’t Ready For Work: Survey

Intelligent.com survey

https://www.cultureamp.com/blog/gen-z-workplace-culture

How to manage and motivate Gen Z

Gen Z Isn’t Shy About Wanting More From Work

CBS News – concerns about hiring new grads – May 2024
What New Graduates Look For In An Employer – October 2024

1 in 6 Companies Are Hesitant To Hire Recent College Graduates – September 2024

How is Gen Z changing the workplace? – February 2024

Four in 10 College Students Have Had Internship Experience – August 2023

There Aren’t Enough Internships to Go Around – September 2024

Secret to Success – Empower, November 2024

It’s Time For Colleges To Get Serious About Internships – June 2024

Empower Survey 

By 2025, Gen Z will represent 27% of the workforce 

Aliens Among Us: Ten Surprising Truths About Gen Z by Steven Robertson

A SPECIAL THANK YOU TO STUDENTS and RECENT GRADUATES OF:

Purdue University – West Lafayette

Purdue University – Indianapolis

Indiana University – Bloomington

Indiana University – Indianapolis

Ball State University

Butler University

Wabash College

Franklin College

Ohio University

Thank you, also, to the dozens of employers and leaders who shared their time, experiences, and advice on where the challenges and opportunities exist as Gen Z grows its presence in our workplaces.

Jennifer is the retired Vice President of TechPoint where she spent her time working to grow Indiana’s tech ecosystem, with a special focus on bridging the gap between industry and academia. Jennifer is an advocate of tech skills for all. Having been a software trainer, network administrator and more, tech has been the underlying component to opening most of her career opportunities. Today, Jennifer continues her bridge-building work between higher ed and the workforce as a consultant & keynote speaker.

Jennifer has been featured in Market Watch and is honored to be a 2024 Leading Lights Award Nominee and 2025 Mira Award Finalist.

Jennifer Merrell
Uncharted LLC
JenLMerrell.com | JenLMerrell@gmail.com | Ph. 1+317.379.5833

My aspirations are simple: 
To do good things for good people for good reasons.