<img height="1" width="1" src="https://www.facebook.com/tr?id=273182729555467&amp;ev=PageView &amp;noscript=1">

This Is What Generation Z Wants From The Workplace

    Just when you thought you figured out Millennials, Generation Z is now entering the workforce. A whopping 72.8 million individuals are included in this group born between the mid-1990s and the early 2000s.

    Are you ready?

    While we have learned how to create a culture where Millennials can thrivewhat Generation Z needs can be quite different.


    Here’s the line up:

    (see below for graphic)

    What Does This Mean?


    Millennials primarily crave mattering and Generation Z crave safety first, mattering second.

    Safety, belonging, and mattering are essential to your organization’s culture and the ability for your team to perform at work. For Millennials, the greater the feeling of mattering and being seen for their unique gifts, the greater the feeling of connection with others, the greater the feeling that they are in this together and they belong together. Thus, the greater the feeling that they personally matter and make a difference and are contributing to the greater good, and the greater the success of the organization and the team. As a leader, mattering means creating an environment where we can be seen, acknowledged, appreciated, and our unique needs are honored.


    For Generation Z, safety means they are looking for stability and that opportunities to advance within a company are based on performance. They want to know what the rules are, and that they are fair. They’re okay with taking risks to stretch and grow. Is it safe to take risks at your company? They need an environment where they can be independent, competitive and even territorial. 35% of Gen Zers would rather share socks than office space. Gen Zers are very entrepreneurial and want to ‘own’ their projects and areas in the organization—here’s where the mattering comes in. They see their peers experiencing mattering every day in their social media feeds, so recognition needs to happen on a regular basis, once a year is not going to cut it. Does your company culture work this way?

    Both Millennials and Gen Zers can be happier, more productive, more efficient and more effective as team members now that you have identified which primary need--safety or mattering--is programmed into their subconscious mind so powerfully that they literally crave it.

    What are you doing in your organization to prepare for Generation Z?


    Christine Comaford

    Christine Comaford

    Bill Gates calls her “super high bandwidth.” Bill Clinton has thanked her for “fostering American entrepreneurship.” For over 30 years New York Times bestselling author and Leadership and Culture Coach Christine Comaford has helped leaders navigate growth and change. Christine is known for proven strategies to optimize executive performance, powerfully enroll and align teams, and rapidly increase sales and company value. The potent neuroscience techniques she teaches are easy to learn and apply. Christine has built and sold 5 businesses with an average 700% ROI, served on over 24 boards and has invested in over 200 startups, including Google. She has consulted to the White House (Clinton and Bush), 700 of the Fortune 1000, 300 mid-sized business. She was a software engineer in the early days of Microsoft, Apple and Adobe. Be sure to pick up a copy of her 2nd New York Times bestseller SmartTribes: How Teams Become Brilliant Together.