Precious metal expert featured in multiple publications. Brandon Aversano is the Founder & CEO of Alloy Market Inc.
Gen-Z is expected to make up nearly 30% of the global workforce by 2030. This labor change is already reshaping the way companies are thinking about talent. Gen-Z is arriving with new expectations, fresh energy and a radically different approach to work. This generation isn’t another group of young professionals looking to join the corporate world and live the “American Dream.” They’re redefining the workplace, demanding purpose, prioritizing mental health, expecting constant communication and pushing for transparency in leadership. If a company wants to thrive in the next decade, adapting to Gen-Z isn’t optional; it’s strategic and necessary.
Gen-Z is looking for more than just a paycheck in the corporate world. Gen-Z is seeking to live their passion in a technology-enabled environment where they feel understood and are equipped to succeed. As digital natives who grew up on smartphones and social media, speed and efficiency are second nature. At Alloy, I’ve found that providing Gen-Z with new computers, intuitive softwares and other modern technologies positively impacts their work outcomes. Gen-Z cite platforms like Slack, Notion, Loom and Discord as some of their favorite platforms to achieve fast and asynchronous communication. Modernizing your workplace technology will not only benefit your customers but also help you attract and retain Gen-Z talent.
Gen-Z clearly demands transparency and honesty from their leadership and peers in the workplace. As self-motivated, curious and driven individuals, they expect communication to be clear and consistent, touching on everything from regular performance feedback to corporate strategy and decision-making. For the first time, a high volume of Gen-Z, Millennials and Gen-X are now working closely together. This shift in labor dynamics marks a prime opportunity for reverse or 360 mentorship. At Alloy, we have found that asking for and incorporating feedback on our culture and “how” we work from our Gen-Z employees has yielded strong results. By allowing them to participate in culture building, it’s easier to achieve the level of transparency craved by Gen-Z.
This desire for transparency also extends to how Gen-Z views compensation and benefits. For this generation, compensation now means more than just salary. Gen-Z values flexibility just as much as income. Companies offering remote work options and four-day workweeks in the summer are extremely attractive, and Gen-Z is taking those perks heavily into consideration. Along with flexibility, health and wellness is also a priority. They are looking for what else the company has to offer outside of the office, like therapy access, wellness stipends and financial literacy coaching, which are quickly becoming must-haves, making the companies offering these benefits highly sought after. Knowing what other places have to offer will weigh on Gen-Z’s decisions about where they will grow their career.
Above all, Gen-Z wants to feel that they’re part of something bigger. They want to know that their work has purpose and feel connected to a company from day one. This generation is setting a new standard for what the modern workplace should be: tech-forward, transparent and flexible. The companies that adapt now won’t just attract the next generation, they’ll build a future-ready workforce grounded in purpose, respect and trust.
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