​There’s a generational shift that's been happening in the workplace for the past few years.

Millennials are stepping into leadership roles and Gen Z is making up more and more of the workforce (with the oldest Gen Z's now being 28) — and they’re bringing a whole new set of expectations with them.

If you’re still running your business like it’s 2005, chances are you’re going to find attracting and retaining top talent increasingly difficult.

So, what does it actually take to prepare your business for the next generation of workers?

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1: Flexibility

It's no shock that flexibility is top of this list. For younger generations, flexible working is the bare minimum. They want to be trusted to get the job done without being chained to a desk from 9 to 5.

That doesn’t mean you have to go fully remote or tear up your office lease, but offering a blend of office and home working, flexible hours, or even a four-day week shows that you’re moving with the times, not stuck in the past.

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2. Purpose matters

This generation wants to know why your business exists beyond making money. What are your values? What impact are you making? If you can’t answer that, you might struggle to win hearts and minds.

You don’t need to solve world hunger, but you do need to stand for something. That could be committing to sustainability, supporting mental health, or investing in your local community.

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3. Technology should be seamless

If your onboarding process involves filling out 16 forms by hand and waiting three weeks for a laptop, you’re going to lose people before they even start. The next generation has grown up with tech – they expect things to be fast, intuitive, and efficient.

Having the fanciest software on the market doesn't really matter, it just needs to work and be efficient - remove the friction, basically. Digital onboarding, collaborative platforms, self-serve HR tools – these things make a difference.

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4. Career development should be visible

Younger workers aren’t waiting around ten years to maybe “earn their stripes”. They want to see progression paths, learning opportunities, and clear feedback from the get-go. If they can’t see how they’ll grow with you, they’ll grow somewhere else.

Make sure you’re having regular development chats, not just annual reviews. Offer training, mentorship, stretch projects – anything that shows you’re invested in their future, not just their present.

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5. Diversity and inclusion

The next generation of workers expects to see workplaces that reflect the world they live in. That means diversity in hiring, yes – but also inclusive policies, accessible environments, and leaders who are open to learning and unlearning.

If you’re saying all the right things but not backing them up with action, you’ll lose credibility quickly.

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6. Pay transparency is on the rise

Gen Z talks about money in a way older generations often avoided. Pay transparency, clear salary bands, and fairness in compensation all matter. Vague promises of “competitive salary” won’t cut it anymore – they want to know how pay is structured and what progression looks like.

If you're not already having open conversations about pay, now’s the time to start.

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Preparing your business for the next generation of workers isn’t about catering to “entitled” young people. It’s about building a culture that values trust, growth, transparency and purpose – things that benefit everyone, no matter their age.

The world of work is changing. Businesses that embrace the shift will attract fresh talent, new perspectives and long-term loyalty. The ones that resist? Well… they might find themselves wondering why they keep losing great people to more forward-thinking competitors.