Nobody wants to work with Gen Zers.<\/em><\/p>\n\n\n\n Gen Z\u2019s lack of social skills is frightening.<\/em><\/p>\n\n\n\n But is the static justified? Is Gen Z really the least hireable generation, or are we on the brink of redefining the modern workplace?<\/p>\n\n\n\n To truly understand the noise about Gen Z, we\u2019ve sifted through studies on the Gen Z workforce statistics from various reputable sources, including the newest 2025 research. We also conducted our own CAKE.com <\/em>Gen Z in the Workforce study in August 2024. <\/p>\n\n\n\n The study included 90 participants from 2 focus groups (managers and Gen Z employees), so each group was given a survey tailored to their role. The managers\u2019 survey focused on their experiences and challenges in managing Gen Z employees, while the Gen Z employees\u2019 survey delved into their work preferences and expectations.<\/p>\n\n\n\n Let\u2019s see what the numbers say.<\/p>\n\n\n\n Before we dive deeper into the details, here are some of the most interesting bite-sized stats about Gen Z in the workforce: <\/p>\n\n\n\n The Gen Z workforce is growing \u2014 the trends indicating that one in ten managers<\/a> will be a Gen Zer by the end of 2025 imply as much.<\/p>\n\n\n\n In 2024, there were around 17,5 million Gen Z employees<\/a> in the US alone. <\/p>\n\n\n\n Worldwide data, however, doesn\u2019t show conclusive information concerning the total number of Gen Z workers. <\/p>\n\n\n\n In fact, the research directed towards Gen Zers mostly focuses on projections. <\/p>\n\n\n\n Some, such as McKinsey\u2019s Quarterly report<\/a>, indicate that Gen Zers will make up 30% of the total number of employees by the time we reach 2030. <\/p>\n\n\n\n What we do know, however, is that the second quarter of 2024 marked the first time in history that there were officially more Gen Z employees (18%) than there were Baby Boomers (15%) in the workforce, according to the Employment and Training Association Trendlines<\/a>. <\/p>\n\n\n\n As an already large share of the labor population, Gen Z undoubtedly has a voice in the modern workplace. <\/p>\n\n\n\n But what exactly do Gen Zers bring to the office desks? <\/p>\n\n\n\n Let\u2019s look at the numbers and get to know this generation beyond the picture painted by the stereotypes. <\/p>\n\n\n\n We\u2019ve all heard that Gen Zers spend time on their phones like no other generation before. <\/p>\n\n\n\n You\u2019d expect them to be absorbed by the online world at the expense of everything real-world-related, let alone chasing a career.<\/p>\n\n\n\n However, a GWI report on Generation Z<\/a> has shown that although 25% of Gen Z workforce report spending at least 6 hours per day scrolling, 47% of surveyors claim they\u2019re still career-focused. <\/p>\n\n\n\n Moreover, their wish to progress and climb the proverbial corporate ladder goes so far that over 20% of Gen Zs report feeling overworked, as the GWI research shows. <\/p>\n\n\n\n Further reading<\/strong>:<\/p>\n\n\n\n Overworking can take a toll on the quality of life beyond what you expect. Read more on how to avoid getting overworked here: <\/p>\n\n\n\n With 98% of Gen Zers owning a smartphone<\/a>, GWI\u2019s finding that 49% of Gen Z employees use AI to improve their skills in certain areas on a regular basis seems quite expected. Gen Z career trends definitely involve gaining AI skills. <\/p>\n\n\n\n Ye, our CAKE.com Gen Z workforce report has shown that Gen Zers have opposing thoughts on AI integration in their workplaces: <\/p>\n\n\n\n Whether they like it or not, 59% of Gen Zers said that they believe that Gen AI skills are somewhat or highly required for their career advancement, as mentioned in the Deloitte 2025 Gen Z and Millennials Survey<\/a>.<\/p>\n\n\n\n More than half of Gen Z workers (55%) already use AI to solve problems at work, according to Randstad\u2019s Gen Z Workplace Blueprint<\/a>. <\/p>\n\n\n\n Here\u2019s a preview of what Gen Z employees are using GenAI tools at work for, according to Deloitte\u2019s 2025 Gen Z and Millennial Survey: <\/p>\n\n\n\n So, generative AI tools are widely used by Gen Zers in multiple spheres of work, from creative tasks to data analysis. It remains to be seen whether these digits will continue to grow in the years to come.<\/p>\n\n\n\n Despite the widespread claims that Gen Zers lack work ethic and discipline, this generation prioritizes mastering skills that could help them further progress in their careers.<\/p>\n\n\n\n As the NSHSS Career Interest Survey<\/a> indicates, 65% of Gen Zers describe themselves as extremely eager to learn.<\/p>\n\n\n\n The motivation to learn continues to be pivotal for Gen Zers even after they enter the workforce. Namely, 25% of Gen Zs participating in the CAKE.com <\/em>study claim learning and development opportunities are their top motivators at work. <\/p>\n\n\n\n Yet, as fully-fledged digital natives, they\u2019re more inclined to develop their skills online. About 66% of Gen Zs score the Internet higher than college education<\/a> as their go-to space for cultivating knowledge. Deloitte\u2019s 2025 Gen Z and Millennial Survey notes that one-third of Gen Zs (31%) say they decided not to pursue higher education. <\/p>\n\n\n\n And, according to the 2024 Indeed global study<\/a>, 45% of Gen Zers are open to taking on side projects or small gigs to expand their professional development. At the same time, 42% claimed that on-the-job training is the best professional development tactic. <\/p>\n\n\n \n Scale your business with CAKE.com tools<\/p>\n \n Increase productivity and grow your organization with Clockify, Pumble, and Plaky.<\/p>\n \n We\u2019ve all heard that Gen Z communicates differently than we\u2019re used to in the work setting. Rumor has it that their language is much more informal<\/a>, concise, and perhaps even unconventional at times.<\/p>\n\n\n\n Yet, Gen Z workforce statistics show that Gen Z\u2019s workplace communication style is closely tied to their preferred communication platform. <\/p>\n\n\n\n Namely, research from Barclays LifeSkills<\/a> found that 49% of Gen Zers opt for instant messaging platforms instead of emails at work. <\/p>\n\n\n\n Messaging apps offer the option to infuse your personality into your message \u2014 either by using GIFs, emojis, images, or abbreviations. And, as the same research shows, 97% of Gen Zers find showing their personality and being themselves in work communication quite important. <\/p>\n\n\n\n With all that in mind, pulling the plug on the old \u2018compose a new email\u2019 button seems like a logical outcome for most Gen Zers. <\/p>\n\n\n\n Further reading<\/strong>:<\/p>\n\n\n\n Gen Z may be onto something for avoiding emails at all costs. See for yourself why instant communication may be the better option: <\/p>\n\n\n\n Undoubtedly, Gen Z brings a breath of fresh air into the workforce. <\/p>\n\n\n\n But what about their expectations? How equal are Gen Z\u2019s demands to what they put forward in the workplace? <\/p>\n\n\n\n Let\u2019s go over the stats and see what exactly Gen Zers expect from their employers. <\/p>\n\n\n\n Gen Zers have already earned their reputation as the most purpose-driven generation<\/a>. They\u2019re highly invested in societal issues and are all about making a lasting and meaningful impact on causes they care about.<\/p>\n\n\n\n Unsurprisingly, Gen Zs expect their jobs to mirror their overall lifestyle. <\/p>\n\n\n\n According to Deloitte’s 2025 Gen Z and Millennial research, 89% of Gen Z employees want purpose-driven work.<\/p>\n\n\n\n This percentage has gone slightly up compared to the 2025 Deloitte Gen Z and Millennial survey<\/a>, where 86% of Gen Zers saw purpose-driven work as pivotal to their overall well-being and satisfaction. <\/p>\n\n\n\n The quest for meaningful and impactful work goes so far that 75% of 2025 Deloitte Gen Z and Millennial Survey participants claim to scrutinize potential employers\u2019 societal impact before applying for a job. At the moment, 67% of Gen Zers who participated in the 2025 Deloitte Gen Z and Millennial Survey feel their job allows them to make a meaningful contribution to society. <\/p>\n\n\n\n Also, according to the same 2025 Deloitte survey on Gen Zers and Millennials, only 6% of Gen Zers say their primary career goal is to reach a leadership position. Gen Z wants to work and develop skills without the pressure that comes with being a leader. For them, it seems it\u2019s all about diversity in experience and work-life balance, and not about managing a team or a company. <\/p>\n\n\n\n On top of being known far and wide for their purpose-driven mindset, Gen Zers have become the talk of the corporate world for their all eyes on the prize<\/em> attitude. <\/p>\n\n\n\n According to the Ripplematch research<\/a> of over 3,000 Gen Z students and recent graduates \u2014 the rumors are true. As many as 70% of Gen Zers expect to be promoted within their first 18 months of employment. <\/p>\n\n\n\n Being fairly compensated for your work shouldn\u2019t be up for debate, and Gen Zers are here to prove it. <\/p>\n\n\n\n As the 2025 Handshake survey on Gen Z expectations<\/a> has shown, 63% of Gen Zers rank high starting salary and 70% rank job stability as top factors when choosing a job.<\/p>\n\n\n\n But, the very idea of targeting high salaries while being purpose-motivated inevitably raises an eyebrow or two<\/a>, especially among older adults. <\/p>\n\n\n\n Truth be told, these expectations may seem contradictory at first. <\/p>\n\n\n\n However, as the BBC article on Gen Z\u2019s pay motivations<\/a> highlights, Gen Zers have grown up witnessing the consequences of poor working conditions and economic downturns first-hand. <\/p>\n\n\n\n Naturally, their parents\u2019 (mostly Gen X) struggles have largely shaped Gen Z\u2019s attitude toward work. Now, they strive towards achieving what they\u2019ve seen missing growing up. <\/p>\n\n\n\n The already employed Gen Zs have perhaps even higher expectations than Gen Z graduates.<\/p>\n\n\n\n As the CAKE.com study has shown, 65.5% of Gen Zers would like their employer to adjust their salaries every 6 months. 29.3%, on the other hand, want to see their earnings increased at least once per year.<\/p>\n\n\n\n As numbers have shown, many Gen Zers prioritize their earnings to the point where they expect a high salary even before entering the workforce. <\/p>\n\n\n\n In line with these findings, it\u2019s not surprising that low salaries could make Gen Zers give their notice quite quickly. <\/p>\n\n\n\n As the CAKE.com survey has shown, 74% of Gen Zers rank an unsatisfactory salary as their top reason that could make them consider leaving a job.<\/p>\n\n\n\n Unhealthy company culture comes next, with 50% of Gen Zs ranking this factor as a deal-breaker. <\/p>\n\n\n\n We all want to feel seen at work, but Gen Z ranks this expectation quite high, according to the Deloitte Generation Z Workforce Experience Study<\/a>.<\/p>\n\n\n\n As the study highlights, 78% of Gen Zers want to receive recognition and appreciation from their bosses. <\/p>\n\n\n\n However, Gen Zers don\u2019t want to be merely praised for the end result. They want their bosses to recognize their efforts, too. <\/p>\n\n\n\n Yet public acknowledgments do not move them. <\/p>\n\n\n\n The same study points out that Gen Z employees want their bosses to reward their hard work with additional time off or monetary compensation. These expectations only confirm other findings about Gen Z\u2019s quest for financial incentives. <\/p>\n\n\n\n Along with being seen comes being involved in decision-making, and Gen Zers expect employers to show they value their opinion.<\/p>\n\n\n\n In fact, as the CAKE.com study <\/em>shows, <\/em>43% of Gen Zers value having a voice in their company\u2019s decision-making process.<\/p>\n\n\n\n The findings are expected because Gen Zers are less hierarchical than previous generations, as the Stanford report on Gen Z mentioned earlier indicates. They are much more likely to expect collaborative leadership and a consensus-based work environment. <\/p>\n\n\n\n Employee well-being has been a hot topic for a while now. But with Gen Z entering the workforce, actual support in achieving that perfect balance between life and work has become a burning issue. <\/p>\n\n\n\n In fact, as the abovementioned Deloitte Generation Z Workforce Experience research shows, 60% of Gen Z employees want their higher-ups to show they care about this generation\u2019s well-being. <\/p>\n\n\n\n Gen Zers value such sentiments from their bosses so much that they claim that genuine care would even lead them to stay longer within a company. <\/p>\n\n\n\n Further reading:<\/strong><\/p>\n\n\n\n Achieving and maintaining a healthy work-life balance is far from a generational matter. Find out the state of employee work-life trends across different demographics: <\/p>\n\n\n\n Generation Z has put the mental health topic in the spotlight the moment they stepped into the workforce scene. Now, they expect employers to support their mission of overcoming mental health stigma. <\/p>\n\n\n\n They see the openness about mental health issues so pivotal that 92% of recent Gen Z graduates wish to be able to discuss mental wellness at work, the Monster\u2019s newest State of the Graduate Report<\/a> shows. <\/p>\n\n\n\n Yet, once Gen Z starts working, reality immediately contradicts their expectations. At least, that\u2019s what the already-employed Gen Z workforce reports. <\/p>\n\n\n\n As the already mentioned multigenerational workplace Deloitte survey on Gen Z and Millennials shows, only 56% of Gen Zers feel comfortable talking with their higher-ups about mental health challenges. <\/p>\n\n\n\n On top of that, 52% believe their managers would be able to support them with mental health concerns, whereas 26% of Gen Zers worry they\u2019d be discriminated against if they tried openly discussing mental health issues at work. <\/p>\n\n\n \n Scale your business with CAKE.com tools<\/p>\n \n Increase productivity and grow your organization with Clockify, Pumble, and Plaky.<\/p>\n \n Further reading: <\/strong><\/p>\n\n\n\n The state of our mental health can also depend on the level of overstimulation we experience at work. Learn how to reverse its effect: <\/p>\n\n\n\n Gen Zers hold their values quite dear \u2014 to the point where they\u2019d reject a job offer if it didn\u2019t align with their ethical principles. <\/p>\n\n\n\n As the previously mentioned 2024 Deloitte survey on Gen Z and Millennials reveals, 44% of Gen Zers are willing to turn down employers if they notice something that doesn\u2019t align with their beliefs.<\/p>\n\n\n\n Some of the factors that Gen Zers list as key to turning down an employer are:<\/p>\n\n\n\n The CAKE.com study confirms these findings since 41.4% of surveyed Gen Zers find their employer\u2019s social and environmental involvement quite important. <\/p>\n\n\n\n Knowing what we do about Gen Z\u2019s authenticity, it should come as no surprise that 81% of Gen Zers participating in the CAKE.com study prioritize transparency and honesty in their workplace, too. <\/p>\n\n\n\n On top of transparency, Gen Zers expect their workplace to mirror other values they hold dear, such as:<\/p>\n\n\n\n Contrary to popular belief, Gen Zers don\u2019t want to work remotely forever. <\/p>\n\n\n\n The 2025 Gallup\u2019s findings<\/a> shows that only 23% of Gen Zs want to work in an exclusively remote role. <\/p>\n\n\n\n Other research, such as LinkedIn\u2019s State of the Labor Market report<\/a>, sees this preference for in-person work settings as a logical consequence of Gen Z\u2019s lack of office life experience. <\/p>\n\n\n\n But, Gen Zs’ desire to work in an office is not high either, as only 6% of them claim they\u2019d prefer an on-site job. The hybrid workplace emerges as an ideal solution, with 71% of Gen Zers who would prefer this type of work model. <\/p>\n\n\n\n When it comes to productivity in office and remote workplaces, the same Gallup\u2019s research shows Gen Zers claim to be almost equally productive in both. To be more precise, 37% of Gen Z workers point out they\u2019re most productive when working remotely, compared to 32% who claim to be the most productive when working in an office environment. <\/p>\n\n\n\n While other generations have decades of in-office work experience, many Gen Zers entered the job market during the pandemic. That\u2019s why they\u2019re more likely to feel like they\u2019d be missing out on the social aspect of the workplace if they accepted a remote job offer. <\/p>\n\n\n\n The cost of living and financial security are key factors for students when deciding if they want to apply for a certain role. <\/p>\n\n\n\n The Handshake State of the Graduate Class of 2025<\/a> report found that 69% of Gen Z students make it a medium or high priority to find a job that is close to their family. In this way, they could continue living with their parents or other family members. <\/p>\n\n\n\n In fact, the right location can significantly increase the chances of application for the job, as 73% of Gen Zers are more likely to apply in this situation.<\/p>\n\n\n\n And, once they do decide to relocate for a job, and according to the same Handshake research, these are the key factors Gen Zers deem \u201cvery important\u201d: <\/p>\n\n\n\n Every generation entering the workforce comes with a specific set of attitudes and expectations under their belt \u2014 and Gen Z is no different. <\/p>\n\n\n\n But what does it look like from their higher-ups\u2019 point of view? <\/p>\n\n\n\n Let\u2019s see what people who have worked with Gen Z say about this generation\u2019s expectations, work ethic, values, and strengths.<\/p>\n\n\n\n Gen Zers have already made headlines for their workplace expectations, challenging traditional corporate narratives.<\/p>\n\n\n\n Since their leaders have been operating within the same work structure since they first entered the workforce, it\u2019s easy to see where the generational clash might occur.<\/p>\n\n\n\n Unsurprisingly, a survey from Intelligent<\/a>, which included 1,243 business leaders, shows that 40% of leaders see Gen Z graduates as unprepared for the workforce. <\/p>\n\n\n\n Of all the business leaders who\u2019ve described Gen Z graduates as unprepared, 70% see it as a consequence of the generation\u2019s lack of work ethic and communication skills. <\/p>\n\n\n\n 62% of respondents see culture as the main culprit for recent graduates not being ready for the workforce. <\/p>\n\n\n\n As a way to solve this issue, 88% of leaders recommend the introduction of office etiquette classes at universities. <\/p>\n\n\n\n Further reading:<\/strong> <\/p>\n\n\n\n It seems that now and more than ever before, it\u2019s important for leaders to practice the empathetic leadership style. Read all about it here:<\/p>\n\n\n\n Considering that a great number of leaders see Gen Zers as lacking skills necessary for the workplace, hiring managers\u2019 stance on the difficulty of working with Gen Z doesn\u2019t come as a surprise.<\/p>\n\n\n\n Namely, 45% of hiring managers surveyed by Resume Genius<\/a> claim that working with Gen Z is challenging to such an extent that they plan on hiring more Millennials. <\/p>\n\n\n\n The survey doesn\u2019t go into the reasons behind such sentiments. However, perhaps something could be ascribed to the \u201cthey know what got us here won\u2019t get us where we need to go<\/em>\u201d viewpoint that Marcie Merriman, the managing director of EY, attributes to Gen Z in the most recent EY Gen Z Segmentation Study<\/a>.<\/p>\n\n\n\n Being born into an uncertain environment and seeing how such conditions shaped the workplace trends and society we\u2019re living and working in today, Gen Zers are much more likely to question the existing establishments and expect change. <\/p>\n\n\n\n With their higher-ups having been trained to manage generations with sharply different expectations \u2014 it\u2019s only natural that they\u2019d find working with Gen Z challenging. <\/p>\n\n\n\n Further reading:<\/strong> <\/p>\n\n\n\n Age bias is a well known implicit bias that can manifest in the workplace, often through attributing negative traits like laziness and immaturity to young people. To learn more about workplace biases and how to overcome them, read this guide:<\/p>\n\n\n\n On top of having difficulties finding common ground while collaborating with Gen Z, managers report having a hard time understanding Gen Z\u2019s expectations. <\/p>\n\n\n\n As the previously mentioned Deloitte Generation Z Workforce Experience Study shows, 75% of managers are not able to pinpoint exactly what Gen Z needs in the workplace.<\/p>\n\n\n\n The same study reports that a gap between leaders and their Gen Z employees goes beyond knowledge. Some leaders understand Gen Z\u2019s needs but don\u2019t agree with them, while others see that certain changes are necessary but aren\u2019t sure how to implement them. <\/p>\n\n\n\n Although Gen Zers have already been labeled as unprepared for the workforce, managers can still find a workaround to help them adjust to the work environment as smoothly as possible.<\/p>\n\n\n\n For 72.4% of managers participating in the CAKE.com study, <\/em>that solution is regular feedback<\/a>. <\/p>\n\n\n\n According to 45% of surveyed managers, providing mentorship or coaching is another effective way to motivate Gen Z employees.<\/p>\n\n\n\n Additional motivators managers have pointed out include: <\/p>\n\n\n\n Further reading<\/strong>:<\/p>\n\n\n\n If you\u2019re about to manage a team of Gen Zers, shying away from giving feedback could only hinder your team\u2019s motivation. See how to incorporate giving constructive feedback into your leadership style:<\/p>\n\n\n\n Up until this point, with Gen Z entering the workforce, we\u2019ve all become aware that they expect to be adequately compensated for their work. <\/p>\n\n\n\n Yet, if we pair this expectation with the higher-ups\u2019 dilemma on how to meet Gen Z\u2019s needs, it\u2019s easy to see why managers may find it challenging to meet this generation\u2019s anticipated pay range.<\/p>\n\n\n\n In fact, 45% of managers participating in the CAKE.com Gen Z study <\/em>claim that matching Gen Z\u2019s salary expectations is one of their biggest challenges.<\/p>\n\n\n\n Career advancement expectations come out as a runner-up \u2014 with 41% of higher-ups facing challenges meeting Gen Z\u2019s career development ambitions. <\/p>\n\n\n \n Scale your business with CAKE.com tools<\/p>\n \n Increase productivity and grow your organization with Clockify, Pumble, and Plaky.<\/p>\n \n Gen Z\u2019s more casual approach to work style, communication, and many other conventional workplace norms has made an impact on the world of work, at least to some extent. <\/p>\n\n\n\n As the CAKE.com study shows, 42% of managers have noticed Gen Z\u2019s presence creating a more casual and flexible work atmosphere. <\/p>\n\n\n\n 21% claim Gen Zers contributed to a more collaborative environment, whereas 20% of managers see an increased focus on technology and innovation after Gen Zers joined their teams.<\/p>\n\n\n\n Yet, 31% of higher-ups see Gen Zers having little to no impact on their workplace culture, showing that there\u2019s still a long way to go until we see significant workforce changes resulting from Gen Z\u2019s presence. <\/p>\n\n\nKey Gen Z Workforce Statistics<\/h2>\n\n\n\n
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![\"Gen](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2024\/08\/Gen-Z-perspective-white-background.png\")
<\/figure>\n<\/div>\n\n\nHow many Gen Zers are there in the workforce?<\/h2>\n\n\n\n
What does Gen Z bring into the workforce?<\/h2>\n\n\n\n
47% of Gen Zers are career-oriented<\/h3>\n\n\n\n
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49% of Gen Zs already use AI to improve their skills<\/h3>\n\n\n\n
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55% of Gen Zs use AI to solve problems at work<\/h3>\n\n\n\n
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![\"How](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2024\/08\/How-Gen-Z-employees-are-using-GenAI.png\")
<\/figure>\n<\/div>\n\n\n65% of Gen Zers are eager to learn, Gen Z statistics show<\/h3>\n\n\n\n
![\"Scale](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2025\/12\/banner-standard.png\")
\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n\n \n\n\n\n49% of Gen Zers prefer instant messaging platforms for work communication<\/h3>\n\n\n\n
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What does Gen Z want in the workplace?<\/h2>\n\n\n\n
89% of Gen Z employees want purpose-driven work<\/h3>\n\n\n\n
70% of Gen Zers want to be promoted within the first 18 months <\/h3>\n\n\n\n
74% of Gen Zers expect high starting salaries and job stability from potential employers<\/h3>\n\n\n\n
65.5% of Gen Zers want to see their salary increase every 6 months<\/h3>\n\n\n\n
74% of Gen Zers would leave a job because of an unsatisfactory salary<\/h3>\n\n\n\n
78% of Gen Zs want to be recognized and appreciated at work<\/h3>\n\n\n\n
43% of Gen Zers want to have a voice in their company\u2019s decision-making process<\/h3>\n\n\n\n
60% of Gen Zers would like managers to care about their well-being<\/h3>\n\n\n\n
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92% of Gen Z graduates want to discuss mental health at work<\/h3>\n\n\n\n
\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n\n \n\n\n\n\n
44% of Gen Zers would reject a job based on their ethics or beliefs<\/h3>\n\n\n\n
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81% of Gen Zers value transparency and honesty at work<\/h3>\n\n\n\n
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![\"What](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2024\/08\/What-Gen-Zs-value-the-most-at-their-workplace-white-background.png\")
<\/figure>\n<\/div>\n\n\n71% of Gen Zers want to work in a hybrid workplace<\/h3>\n\n\n\n
69% of Gen Z students want to find a job near their family <\/h3>\n\n\n\n
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![\"Key](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2024\/08\/Key-factors-for-Gen-Z-employees-when-relocating-for-a-job-white-background.png\")
<\/figure>\n<\/div>\n\n\nHow do higher-ups see Gen Z?<\/h2>\n\n\n\n
40% of leaders believe Gen Z graduates are not prepared for the workforce trends<\/h3>\n\n\n\n
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45% of hiring managers say Gen Z is the most challenging generation to work with<\/h3>\n\n\n\n
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75% of managers claim recognizing Gen Z\u2019s needs in the workplace is difficult <\/h3>\n\n\n\n
72.4% of higher-ups see regular feedback as an effective motivator for Gen Z employees<\/h3>\n\n\n\n
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45% of managers have difficulty matching Gen Z\u2019s salary expectations <\/h3>\n\n\n\n
\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n\n \n\n\n\n42% of managers claim Gen Zers fostered a more casual atmosphere in their workplace<\/h3>\n\n\n\n
![\"How](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2024\/08\/How-managers-see-Gen-Z-employees.png\")
<\/figure>\n<\/div>\n\n\n![\"Employers\u2019](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2024\/08\/Employers-methods-for-attracting-and-retaining-Gen-Z-employees-white-background.png\")
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