Employing Gen Z: The newest workforce needs a new kind of workplace

“For Gen Z-ers, work is now more depressing than unemployment,” says the headline from a recent New York Times article. That should be a wake-up call to all employers—it’s no wonder the most pressing concerns for dentists are hiring staff and getting them to come to work. 

Newsfeeds are regularly filled with articles about the Gen Z workforce—how different they are and how difficult they can seem. They make up about 18% of the US workforce today, projected to hit 30% by 2030.¹ If employers are struggling now, what will they do in five years?

Gen Z-ers value a different kind of workplace than generations past, and successful employers will be the ones who not only understand what Gen Z-ers need to thrive but also reinvent their workplace to make it happen. 

Increase regular feedback 

Long ago, our consulting advice shifted away from conducting the “dreaded” annual review and instead encouraged regular, consistent feedback with meaningful goals. Turns out, Gen Z-ers agree!  

Experts say Gen Z thrives on feedback. They expect clear expectations and structure as well as guidance on how to develop new skills. They want direct, concise conversations that focus on long-term goals and how their individual work contributes to the company’s purpose. They want meaning tied into the work they do, not just a paycheck.  

What can you do to model this in your workplace? Start by giving more frequent feedback and scheduling regular one-on-one meetings with employees, at least once or twice a quarter. Structure these conversations around checking in with them, sharing feedback, learning about their experiences, discussing individual and company goals, and setting a framework for future growth opportunities.  

These are not corrective action discussions, which should be more time-sensitive and focused on a specific problem at hand. These are relationship-building conversations, designed to create a more inclusive, open culture in which individuals (hopefully) feel more connection to you and the practice as a whole.  

Creative benefits/perks 

If you’re of a certain age, you may recall a time when it was “cool” to offer gym memberships as a company benefit. Nowadays, that may not resonate with a Gen Z-er. Old, tired benefits and perks may not inspire Gen Z to work for you, or to stay with you, so it’s time to dust off the thinking cap and come up with new and better ways to reward employees for their service. Here are some ideas that go beyond paid time off, retirement, and other standard perks: 

• Reasonable work-life balance 

• Skill-building opportunities, cross-training, continuing education courses 

• Mentorship 

• Earned wage access programs (early access to wages before payday) 

• Ability to take microbreaks to ease stress and tension 

• Free drinks and snacks, occasional lunches 

• Milestone celebrations (birthdays, work anniversaries)  

Perhaps the biggest perk of all would be programs focused on mental health and wellness.  

Mental health and wellness 

Often called “the anxious generation,” Gen Z is more willing to acknowledge anxiety, depression, or other mental health concerns. The result is that they place a higher value on companies that support them.  

In a recent Wall Street Journal article, Synchrony Financial shared the results of a survey they conducted in which about 100 people said they wanted free, on-site therapy at work.² This was a surprise, but the message was clear—Gen Zwants employers to help with their mental well-being, not hurt it. 

In response, Synchrony Financial began offering free in-office sessions with a therapist employed by a third-party firm—maybe you could too? If doing something like this feels like too much, consider smaller steps, such as fostering a culture of supportive management rather than punitive discipline, where questions are okay and seeking help is a sign of strength, not something to be ashamed of. Small adjustments can create an environment where younger employees feel stable, reassured, and able to grow. 

Conclusion 

Gen Z is not a challenge to be managed—they’re an opportunity. With the right communication, perks, and support, they become loyal, capable, and highly effective contributors. As dentistry continues to evolve, practices that learn to integrate and develop Gen Z talent will see stronger retention, better culture, and improved patient experiences for years to come.

Editor's note: This article appeared in the March 2026 print edition of Dental Economics magazine. Dentists in North America are eligible for a complimentary print subscription. Sign up here.

References:

1. Sibayan K. More Gen-Zers will enter the workforce in 2025, and here's what to expect. NYCPA. December 26, 2024. https://www.nysscpa.org/article-content/trends-to-watch-out-for-as-more-gen-zers-enter-the-workforce-in-2025-122624#sthash.OGWtX6Q0.hhXYOn6c.dpbs

2. Bindley K, Cutter C. Young people are taking over the workplace, and that's a problem for bosses. The Wall Street Journal. September 2, 2024. https://www.wsj.com/lifestyle/careers/gen-z-workforce-expectation-differences-a07c5915?gaa_at=eafs&gaa_n=AWEtsqdCkAVnS4zbtfblzMOy-FXMsxNR-o66S4By7N15EnMq6SJHTV0cGjIPKEr8tw8%3D&gaa_ts=698b8ef2&gaa_sig=wLh_CXx1rcJdZ4CaOinswG_kt0SxXwrCE9HrsJhpzsrPMfY5lMen65Qupd4kSowSxqYQg-34OMZZT7KZ4wM16A%3D%3D