Winning over the Gen Z workforce: Why work-life balance must come first

Work-life balance is not a need, it’s a must for Gen Z

The new big challenge for employers aiming to integrate Gen Z into the workforce? Meeting their distinct expectations around work-life balance. Designit’s latest global research underscores the critical shifts required for businesses to attract and retain Gen Z talent.

Our survey revealed that nearly half (49 percent) of respondents cited the work-life balance expectations of Gen Z as the top challenge for employers. Aligning with Gen Z values came in second (38 percent), overshadowing other concerns such as retaining creativity (8 percent) and adopting the tech innovations needed to engage digital natives (6 percent).

With Gen Z set to make up 25 percent of the global workforce by 2025, Designit’s findings stress the urgency for businesses to adapt their strategies to meet these evolving expectations. This is not only crucial for talent acquisition and retention but also impacts the broader connection between employee and customer experiences.

Rethinking assumptions calls for a shift in perspective

Dr. Pardis Shafafi, Global Responsible Business lead at Designit, which collaborated with Los Angeles World Airports to create the digital worker experience platform Altitude, remarked: “There is a general sentiment that Gen Z is hard to work with – that they are insouciant and actively withhold their creativity, energy, and commitment. The desire for greater work-life balance is at the forefront of that perception.

But rather than blaming Gen Z’s seeming lack of effort or motivation, a better approach for employers is to realise that insouciance is not a problem to be fixed; it’s an evolution in mindset from a generation facing the consequences of history. Employers are the ones who will need to adapt.”

Prioritising tansparency and communal values

While many organisations have already taken strides to improve employee experience, the bar has been raised. Workers now prioritise transparency, integrity, and adherence to shared values. Companies that embrace these elements in their workplace culture will stand out to Gen Z job seekers.

Dr. Shafafi added, “Many employers have focused on employee experience and are already aware that workers increasingly seek transparency, integrity, and commitment to communal values in their workplaces. Companies that recognise these priorities and modify their practices accordingly will have better success in both attracting and retaining Gen Z talent.”

A call to action for employers

The research emphasises that workplaces must create environments that reflect Gen Z's values and foster a balanced exchange between the company and its employees. This means ensuring that work-life balance isn’t just a promise but a standard practice.

Dr. Shafafi concluded: “Increasingly, Gen Z is motivated by a common good, strong company values, and the offer of a fair and transparent transaction for their time. If neither are available, insouciance will reign. As Gen Z becomes the dominant force in the workplace, employers who respond proactively to these changes will thrive.”

For employers, the takeaway is clear: adapting to the values and balance sought by Gen Z isn’t optional; it’s essential for long-term success.