How do you retain Gen Z employees in 2026 (when disengagement and job-hopping are rising)?

What does Gen Z want at work—career growth, transparency, or purpose (and how can managers deliver it)?

Gen Z is entering the workforce fast, and engagement now drives retention. This panel summary shares practical ways to reduce Gen Z disengagement and turnover—clear growth paths, transparent promotion criteria, purpose-led culture, and real community at work. Continue reading to get a simple retention checklist for Gen Z—exact questions to audit career-path clarity, manager communication habits, and belonging initiatives—so the next round of exits becomes preventable.

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Gen Z workforce participation is growing — and pushing for change in corporate norms. Tune into this unique discussion panel, presented by HiBob, as HR leaders Zech Dahms, Claude Silver, and Hebba Youssef, and chief marketing officer Sarah Reynolds explore crucial strategies for engaging and retaining gen Z employees. Discover what gen Z looks for in a workplace, including career growth opportunities, value alignment, and meaningful connections. And learn best practices for navigating the challenges of integrating this dynamic generation into your workforce.

Take-Aways

• Older generations in management may face challenges engaging gen Z in the workplace due to differences in values.
• To keep gen Z engaged, provide ample advancement opportunities and be transparent about career paths.
• Gen Zers seek organizations that offer purpose, connection, and community.

Summary

Older generations in management may face challenges engaging gen Z in the workplace due to differences in values.

By 2030, gen Z will comprise about 30% of the workforce. Thus, any CEO with a five to 10-year plan for growth and success must be prepared to contend with the needs of this upcoming generation. Research by HiBob reveals that over half of gen Z employees report feeling actively disengaged at work, significantly affecting their productivity and performance. Some 34% intend to leave their jobs within the next two years, continuing the trend of job hopping seen in millennials. In fact, one in three gen Z workers would quit their jobs without having another lined up, highlighting their willingness to leave unfavorable work conditions.

“Take everything about people managing for baby boomers, gen X, and millennials, and throw it away because all of that stuff is going to be a huge turnoff [to gen Z].” (HiBob chief marketing officer Sarah Reynolds)

Gen Z favors leaders who engage with them over traditional bosses who hand down edicts from on high. They desire management styles that encourage intellectual curiosity and open communication, which can be quite different from the management approaches that worked for previous generations. Many leaders learned their people management skills at a time when topics like mental health were never discussed in the workplace. These managers may lack the vocabulary to discuss psychological safety, therapy, or emotional needs. The push to prioritize these concerns may stem from gen Z, but such reforms can benefit all workers.

To keep gen Z engaged, provide ample advancement opportunities and be transparent about career paths.

Gen Z values transparency about career growth opportunities, so organizations should be proactive about providing information. Leaders should clearly communicate the steps for advancement within the company, outlining what workers need to move from one level to the next — say, from a junior to a senior position or into a management role.

“Gen Z will leave in six months if they’re not having their needs met.” (Workweek chief people officer Hebba Youssef)

Companies like Meta have experimented with creating numerous levels for each role to cater to gen Z’s desire for regular promotions. Not all organizations have the capacity to adopt such an extensive structure, but all HR leaders can focus on making career progression paths more concrete and structured. Doing so will help keep gen Z employees motivated and engaged.

Gen Zers seek organizations that offer purpose, connection, and community.

Gen Z employees want to work for organizations that align with their values and offer meaningful work. They want to know their company is helping make the world a better place and that its values are more than just a tagline. Organizations can foster engagement by actively demonstrating their commitment to their values through their actions and storytelling.

“If…you fail to acknowledge the things that are happening in the world and the experiences [gen Z workers] are having, they will not feel like they belong in your organization.” (Sarah Reynolds)

Fostering a sense of connection and community is crucial. Many gen Z workers value flexible, hybrid or in-office opportunities to build relationships and avoid feelings of isolation. Innovative approaches to connection — going beyond methods like virtual happy hours — can help maintain this engagement. For example, introducing creative projects or social groups within the company can provide gen Z with the sense of belonging and purpose they seek in their work environment.

About the Speakers

Zech Dahms is the community and culture program director at Achieve Engagement, Sarah Reynolds is the chief marketing officer at HiBob, Claude Silver is the Chief Heart Officer at VaynerMedia, and Hebba Youssef is the chief people officer at Workweek.