As Gen Z continues to make up a larger share of the workforce, their attitudes toward work are reshaping how organizations attract, engage, and retain talent.
For women business owners and leaders, understanding these expectations isn’t just a matter of staying current—it’s about staying competitive in a labor market where the youngest generation of workers has strong ideas about what work should look like.
A recent 2025 Gen Z Work Mindset Report from Resume Genius, which surveyed 1,000 U.S. employees between the ages of 18 and 27, sheds light on what matters most to this group. The findings confirm what many leaders already suspect: Gen Z is challenging long-held norms about office culture, career progression, and employee well-being.
Below, we’ll explore what this means for female leaders and entrepreneurs—and how these trends compare to older generations of workers.
1. Flexibility Comes First
One of the strongest signals from Gen Z is their rejection of rigid schedules. Four out of five Gen Z employees (81%) believe the traditional 9-to-5 workday is outdated. Instead, they prioritize flexibility, whether that means choosing their own hours, working remotely part of the time, or having the freedom to balance personal and professional responsibilities more fluidly.
For women leading businesses, this is an important lesson. Offering flexible work arrangements doesn’t mean sacrificing productivity; in fact, it often boosts morale, loyalty, and output. Gen Z’s expectations align with broader post-pandemic shifts, where employees across all age groups began valuing autonomy more than ever.
Key takeaway: Building flexible policies into your workplace isn’t optional if you want to attract and retain Gen Z talent—it’s a competitive necessity.
2. Growth Opportunities Drive Retention
While flexibility matters, career development is Gen Z’s number one motivator. The survey found that 86% of Gen Z workers would leave their current job for better career growth opportunities, while 85% would leave for a higher salary.
This generation is ambitious and pragmatic—they’re not waiting around in roles that don’t challenge them. If they don’t see a clear path forward, they’ll look elsewhere.
For female leaders, this means structuring roles with advancement in mind. Consider how mentorship, training, and transparent promotion pathways can be woven into your business. Offering stretch assignments or cross-functional opportunities can also signal that you’re invested in their future.
Key takeaway: Growth isn’t just a perk for Gen Z—it’s the currency that keeps them engaged.
3. Fair Pay and Recognition Are Non-Negotiable
Gen Z may be known for their digital fluency, but their workplace expectations are rooted in fairness and transparency. Alongside career growth, fair compensation and recognition rank among the top reasons they’ll stay—or leave—a job.
- 85% would leave for higher pay.
- 61% would leave because of a lack of recognition.
- 70% feel underappreciated when measured by hours instead of output.
These numbers suggest that compensation is only part of the equation. Gen Z wants to feel seen and valued for their contributions. Women leaders can set the tone by building recognition into the culture—whether through structured performance reviews, peer-to-peer acknowledgment, or celebrating milestones publicly.
Key takeaway: A paycheck keeps employees working, but recognition keeps them motivated.
4. Mental Health and Burnout Are Real Concerns
The report shows that 75% of Gen Z employees experience burnout at least “sometimes,” with many citing lack of support, unclear expectations, and undervaluation from leadership as contributing factors.
In addition, 41% say their workplace doesn’t adequately support mental health. While job security and benefits scored high, perks like wellness initiatives and mental health resources ranked lowest in satisfaction.
Female leaders can stand out by prioritizing employee well-being. This might include flexible scheduling to prevent overwork, access to counseling or wellness stipends, or simply creating an environment where mental health conversations aren’t stigmatized.
Key takeaway: Businesses that ignore burnout risk losing their youngest, most ambitious employees.
5. Transparency and Social Media Accountability
Perhaps one of the more controversial findings is Gen Z’s relationship with social media. Nearly half (42%) of respondents have posted or considered posting about workplace frustrations online.
While older generations may see this as unprofessional, Gen Z views it as a tool for accountability. Half believe calling out unfair practices online helps prevent abuse, and 70% say social platforms are valuable for exposing workplace issues.
For women leaders, this underscores the need for transparent communication channels. If employees feel heard internally, they’re less likely to air frustrations externally. Encouraging open dialogue, creating anonymous feedback systems, and responding promptly to concerns can reduce reputational risk.
Key takeaway: Transparency inside the company reduces negative visibility outside of it.
6. A Preference for Collaborative Cultures
Gen Z employees don’t just want flexibility in when they work—they also want flexibility in how decisions are made. Two-thirds (66%) prefer democratic workplaces over top-down, hierarchical structures.
They’re also more likely to seek out startups or innovative companies (43%) than to pursue careers in traditional corporations.
Women leaders who embrace collaboration—by involving employees in brainstorming, sharing strategic goals, or giving autonomy over projects—are more likely to resonate with this generation.
Key takeaway: Collaborative leadership is not just a management style; it’s a talent strategy.
How Gen Z Differs from Other Generations
While Gen Z’s expectations may feel radical, they’re not entirely disconnected from what older generations have wanted. Here’s how their values compare to Millennials, Gen X, and Baby Boomers—and what those differences mean for women leaders:
- Work-Life Balance: Millennials pushed for flexibility, but Gen Z takes it further, demanding flexible schedules as the norm rather than the exception. Leaders who already adapted for Millennials will need to expand those policies.
- Career Growth: Unlike Gen X, who often valued job stability, Gen Z mirrors Millennials in prioritizing growth and purpose over long-term tenure. Retention strategies need to focus on development, not just security.
- Compensation: Every generation values fair pay, but Gen Z combines it with demands for transparency and equity. This means open conversations about salary ranges and career progression are becoming increasingly necessary.
- Technology and Transparency: Boomers may have relied on closed-door discussions, but Gen Z thrives on public dialogue. Their comfort with social media raises the stakes for leaders: company culture must withstand external scrutiny.
- Burnout and Mental Health: While stress is universal, Gen Z is more vocal about their struggles and less willing to sacrifice well-being for career advancement. Businesses that provide tangible support will win their loyalty.
Why this matters: Women leaders who understand these generational differences can design workplaces that serve not just Gen Z but also multigenerational teams. Balancing flexibility with accountability, growth with recognition, and transparency with professionalism is key to creating a culture that appeals broadly while still addressing Gen Z’s unique needs.
Turning Insights into Action
For women in leadership, Gen Z’s expectations may initially feel demanding—but they also represent an opportunity. By listening to the youngest generation of workers, business leaders can create workplaces that are more equitable, flexible, and innovative for everyone.
Here are a few actions to consider:
- Audit your flexibility policies. Could employees adjust their hours without disrupting operations?
- Invest in career growth. Mentorship programs and skills development will pay off in retention.
- Enhance recognition. Build systems that value contributions beyond hours logged.
- Prioritize well-being. Offer resources for mental health and design workloads with balance in mind.
- Foster open dialogue. Give employees safe ways to share concerns before they reach social media.
Gen Z isn’t waiting quietly in the wings—they’re shaping the future of work right now. Women business leaders who adapt quickly will not only attract the best talent but also build stronger, more resilient organizations.
