According to preliminary results from the Work War Z project initiated by the employee engagement platform Enpulse, 75% of Gen Z workers say workplace comfort is crucial for them. Among the most important factors influencing their well-being at work, Gen Z mentions appropriate compensation, a positive atmosphere, opportunities for professional development, and feeling appreciated — aspects that they feel are often lacking in Polish companies.
“Generation Z is increasingly shaping how employee relations are approached in Poland — and it’s no surprise, as they make up a growing share of the workforce each year. As they begin their careers, they bring fresh perspectives, modern values, and innovative approaches. Therefore, it’s worth paying close attention to what young people want — their expectations from employers, what helps them engage in their work, and what influences their motivation,” highlights Magda Pietkiewicz, labor market expert and creator of the Enpulse platform for measuring employee engagement.
Gen Z Wants to Be Professionally Active
Research and analyses suggest that over half of Gen Z workers feel inadequately prepared to begin their careers. Despite this, many prefer gaining practical experience over studying theory. Preliminary data from Work War Z shows that 60% of Gen Z students are currently employed.
“A large number of people under 30 still live at home, meaning they are not afraid to experiment with different jobs. They don’t have the same ‘economic pressure’ as previous generations — the voice that says, ‘I have a mortgage, a spouse, and children to support, so I need to stick to this job.’ To retain Gen Z workers, managers must be open and ready to offer support during difficult times. Neglecting this makes it hard to keep a young employee who is still finding their place in the job market,” says Pietkiewicz.
Looking for an Almost Ideal Boss
Gen Z makes conscious career choices and knows who they want to work with, seeking an almost ideal boss. For many, this ideal supervisor is supportive, available, and ready to offer helpful advice — 40% of respondents in the Work War Z survey confirmed this. Additionally, 20% of respondents value managers who set clear expectations and communicate tasks precisely.
“Many young people want their bosses to give them autonomy while providing constructive feedback when needed. They expect their boss to be both a role model and a partner. This is no surprise since Gen Z grew up in a culture of ‘attachment parenting,’ where building a relationship with the child is key. Therefore, it feels natural to them that someone in a position of authority, like a boss, should care about their development and well-being, not just demand performance,” Pietkiewicz explains.
Turning Comfort into Productivity
When asked about factors driving their engagement, Gen Z most often cited appropriate compensation (60%) and workplace atmosphere (28%). Opportunities for development (23%) and feeling appreciated (16%) also ranked highly.
“There is often talk about how overworked Poles are, but research shows this doesn’t necessarily lead to productivity. One of the key challenges for employers today is managing engagement to improve efficiency. With Gen Z making up an increasing part of the workforce, understanding their expectations and adapting the work environment to their needs is essential. This approach builds lasting engagement, which positively impacts team productivity and stability in the long run,” adds Pietkiewicz.
The Work War Z project, running until the end of the year, aims to explore the expectations, needs, and motivations of the younger generation in the workplace. It is one of the largest studies on Gen Z in Poland. By mid-December, responses had been collected from over 6,000 individuals born between 1995 and 2010. The data will help design workplaces tailored to Gen Z’s needs, supporting companies in talent management, attracting young workers, and building modern organizational cultures.
Source: Manager Plus
