Next-Gen Retention: How Companies Can Unlock Massive Value by Investing in Their GenZ Employees
In boardrooms and break rooms across the globe, an invisible tension is mounting. Research shows that 60% of workers experience generational conflict, with 70% of older employees often dismissing the abilities of their younger counterparts. These divides aren’t just awkward—they’re expensive.
And yet, companies that understand how to bridge generational gaps consistently outperform those that don’t.
A recent global study revealed that 83% of business leaders believe multigenerational teams are essential for long-term growth and success. Meanwhile, Harvard Business Review found that highly inclusive environments can improve team performance by up to 30%. The contrast is stark: businesses that lean into generational diversity as a strength are pulling ahead—fast.
The Workforce Has Changed. Has Your Strategy?
With 75% of the global workforce soon to be made up of Millennials and Gen Z, companies no longer have the luxury of ignoring generational dynamics. These younger employees bring fresh ideas, bold ambition, and entrepreneurial energy—but they won’t stay where they feel unseen, unheard, or undervalued.
Gone are the days when employees were content to climb the corporate ladder one rung at a time. Today’s workforce is driven by purpose, flexibility, and impact.
84% of Gen Z plan to or are open to starting their own business
55% of Millennials and Gen Z already have a side hustle
For most Gen Z entrepreneurs, success means freedom: being their own boss (46%), setting their own schedule (43%), and protecting their work-life balance (42%)
For employers, this entrepreneurial drive can feel like a threat to retention. But what if it’s actually an opportunity?
Want Loyalty? Start with Empathy.
You've probably heard the saying, “They don’t care how much you know until they know how much you care.” For the next generation, we’d add: “They won’t care about your company’s purpose until they know you care about theirs.”
It’s no longer enough to offer a paycheck and a ping-pong table. If leaders want to attract and retain top Gen Z and Millennial talent, they need to show interest in who their employees are beyond the office.
In fact, 72% of Gen Z have either left or considered leaving a job because their employer didn’t offer flexible work options that support their side projects, passion initiatives, or personal goals.
This is not about diluting your company mission. It’s about building trust. Start with one simple, high-impact question:
“What do you really care about outside of work?”
That question, asked with genuine curiosity, does more than open a conversation—it opens a door to loyalty, creativity, and retention. When employees feel seen for who they are and what they value, they’re far more likely to invest in what you value.
The Bottom Line
The future of high-performing workplaces isn’t defined by rigid hierarchies or outdated retention models. It’s shaped by leaders who are willing to adapt—who listen, learn, and lead with empathy.
So here’s your action step: ask the question. What do your employees care about outside of work?
Their answers might just unlock the next level of your company’s growth.
THE FUTURE OF HIGH-PERFORMING WORKPLACES
Is your company ready?
Research shows that 60% of workers experience Generational conflict and 70% of older employees often dismiss the abilities of their younger counterparts.
The tension is real—workplaces are feeling the strain as different generations struggle to connect and collaborate.
Imagine this scenario: You’re leading a team meeting where sales have plummeted, and the pressure from your board is mounting. As you outline the critical goals necessary to keep the company afloat, you ask everyone to get on the phones that day, even those not in sales. Suddenly, your 23-year-old social media intern interrupts before the team rushes off to make calls.
They say, “What if I created a social media campaign I’ve been thinking about? I believe it could attract hundreds of new followers to our Instagram page. I just need you, the CEO, to step in front of the camera so I can create reels and drive sales through this platform. I really think we could generate more sales through social media than by sticking to our current methods, which clearly aren’t working.”
An awkward silence follows as everyone turns to you, awaiting your response.
Now, you need to figure out how to guide this ambitious intern with their big ideas.
What do you do?
As your team prepares to head out for the day, your second-in-command approaches you with a concern. A 25-year-old employee, whom you entrusted with their first big break as a Team Leader, is running late today. They’ve also been slow to respond to your late-night emails about the upcoming project sites. Just then, that young employee rushes into the warehouse, apologizing for their tardiness. They explain that their car wouldn’t start and they had to borrow their mother’s vehicle.
However, they also request a meeting to discuss a new innovation they believe will enhance team productivity. You can’t help but feel frustrated—after all, they were 10 minutes late to work and now they want to propose ideas for improving productivity?
Now you have to decide how to respond. What do you do?
Alternatively, you hear a knock on the door and invite the visitor in, recalling your commitment to an open-door policy from last week’s team meeting. It’s a 28-year-old employee, and this is the third time this week they’ve come to you with a request. They want permission to work from a hotel in Colorado on Friday so they can join their friends on a trip.
They assure you that they’ll accomplish just as much from there as they would in the office, but you’re feeling uncertain about granting this request.
So, what do you do?
When is the last time you had a moment like this?
Last month?
Last week?
Maybe even this morning before reading this article?
These are the questions we’re here to answer together.
Research shows that 60% of workers experience generational conflict,
70% of older employees often dismiss the abilities of their younger counterparts.
The Tension is real - Workplaces are feeling the strain as different generations struggle to connect and collaborate.
Yet, Companies that understand multi-generational workforces outperform those that don’t. The data points to a striking reality: the best-performing teams are those that successfully bridge these generational divides.
According to another study, 83% of global business leaders recognize tha multigenerational workforces are essential for growth and long-term success.
Research published in the Harvard Business Review underscores this, showing that a highly inclusive environment can improve team performance by up to 30%.
The contrast is undeniable. On one hand, generational tensions are eroding team dynamics. On the other, the most successful companies are those actively building strategies and tools to create unity across generational lines.
