As of 2025, Millennials and Gen Z make up 46% of the full-time U.S. workforce, as reported by Hubbed in. These two generations bring energy, digital skills, and a desire to make a difference. But they also expect more from employers: purpose, flexibility, and chances to grow.
It’s important for employers to understand what younger workers care about and how to help them succeed.
Who Are Millennials and Gen Z?
- Millennials: Born between 1981 and 1996
- Gen Z: Born between 1997 and 2012
These groups tend to:
- Grow up in a fast‑changing, connected world
- Value purpose, balance, and flexibility
- Expect opportunities to learn and grow
- Be more willing to change jobs if those needs aren’t met
According to Fortune, by 2030, Generation Z is expected to comprise approximately 30% of the global workforce, which requires employers to adapt to their values and expectations. Retaining younger workers lowers hiring costs, boosts productivity, and keeps local institutional knowledge in your community.
1. Help Them See the Impact of Local Work
Young people want jobs that matter. According to Workforce Solutions Gulf Coast, the majority of new job growth in the Gulf Coast comes from the leisure and hospitality industry, private education, and health services. Roles in these industries provide helpful services to the local community and can improve the lives of others.
What You Can Do:
- Show how your work helps real people
- Use stories, not just stats, to share your mission
- Let employees see the difference they make
2. Create Paths to Grow
Young workers want to move forward by learning and growing in their careers. If they don’t see a future, they’ll look somewhere else.
After surveying 23,482 respondents across 44 countries, LinkedIn reports that these generations prioritize and value learning career-advancing skills more than any other generation: 60% of Millennials say training and growth matter when choosing a job, and many Gen Z workers say they’ll leave if they don’t get to learn and develop.
What You Can Do:
- Offer job shadowing, mentoring, or skills training
- Build “career ladders” so people can grow in place
- Partner with schools or nonprofits to train workers locally
Tip: Organize on-the-job training opportunities, Registered Apprenticeship programs, or industry-specific learning events. Workforce Solutions can help you develop custom on-the-job training programs to engage young workers and help them grow in their careers.
3. Let Them Lead, Especially with Tech
Gen Z is the first “digital native” generation. They’re comfortable with change and expect tech to be part of the job. As an employer, implementing new digital tools, platforms, and considering remote work options can be beneficial for the company in the long term.
What You Can Do:
- Make sure your systems are up-to-date and easy to use
- Ask for their ideas
- Support hybrid or remote work, if possible
Tip: Start a reverse mentoring program. Let young workers teach others how to use tech tools. It builds confidence and teamwork.
4. Make Work Fit Life
Millennials and Gen Z value work-life balance more than any generation before. They want work to support their lives, not take them over, as many in these groups say stress or lack of balance is a reason to leave a job.
This doesn’t just mean more vacation; it means creating a respectful work culture.
What You Can Do:
- Offer flexible scheduling
- Respect off‑hours and limit after‑hours messages
- Incorporate wellness days, community service, or downtime
Tip: Even small changes, like adjusting shift times or offering mental health days, can help employees feel valued and motivated to work.
Young workers are seeking jobs with purpose, growth, balance, and belonging. If you give them that, and show them they can build a future in your community, they’ll stay and contribute.
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