By 2030, members of Generation Z will account for one-third of the global workforce. However, 40% of business leaders believe this generation is not adequately prepared for professional life. Young people face challenges entering the workforce boldly due to the pandemic and global conflicts. In Poland, employers are addressing generational diversity by building trust-based cooperation (39%) and focusing on diversity, equity, and inclusion (DEI) strategies (35%), according to ManpowerGroup’s latest report, “The Future of Generation Z in Employers’ Hands.”
Challenges with Workforce Readiness
According to research by Intelligent.com, 40% of global leaders believe that recent graduates are not ready to enter the workforce. Additionally, 88% stated that this concern regarding Generation Z grows more significant each year. The same study reveals that 70% of managers worldwide cited weak work ethic as the primary reason for this lack of preparedness. Despite these challenges, the National Association of Colleges and Employers (NACE) reports that over half of Gen Z interns later become full-time employees at their organizations.
Generational Shifts Creating Workforce Challenges
“The generational shift in the workforce will continue to be a strong trend, even in 2025, creating a range of challenges for employers,” says Piotr Zygmunt, a labor market expert at Talent Solutions ManpowerGroup. “There’s no universal approach to managing team diversity, and every organization must adopt an individualized strategy. Employers who fail to recognize these changes often face communication issues, lack of collaboration, and growing frustrations among different employee groups. A lack of understanding of employees’ strengths, weaknesses, and needs often results in poor team performance, which quickly and significantly impacts organizational outcomes.”
Supporting Gen Z from Recruitment Onward
Employers recognize the need to support Gen Z starting at the recruitment stage. A survey by iHire in the United States revealed that 58% of employers believe younger candidates need to improve their interview skills, while 57% think they should enhance their communication with HR managers.
“Recruiters often point out that Gen Z candidates are unprepared for interviews. They lack knowledge about the position and company, and they often struggle to articulate their experiences, achievements, or motivations,” says Anna Tietianiec, a labor market expert and manager at Manpower. “Young candidates should thoroughly research the organization, analyze job requirements, and prepare responses to key questions like, ‘Why do you want to work here?’ or ‘What are your greatest professional successes?’ Moreover, candidates should avoid overconfidence or unrealistic expectations about what they can bring to the organization. Maintaining appropriate business etiquette and communication is crucial for making a positive impression during the hiring process.”
Employers’ Efforts Toward Integrating Diverse Teams
Despite the challenges associated with Generation Z entering the workforce, organizations are taking steps to create optimal collaboration conditions. According to ManpowerGroup data, Polish employers prioritize building trust-based relationships within teams (39%), recognizing employees who support DEI initiatives (35%), and implementing policies ensuring equal career development and promotion opportunities (35%). Other initiatives include employee well-being support (34%) and DEI policy audits (33%).
“Gen Z cares deeply about the goals and mission of their employer. They want to contribute to positive societal and environmental changes while maintaining a work-life balance,” adds Piotr Zygmunt. “They are aware of the many development opportunities available to them globally and are eager to seize them. Their work is just one aspect of their lives, not its centerpiece.”
Artificial Intelligence: A Challenge for Gen Z
A Deloitte study on Gen Z and Millennials highlighted that six out of ten Gen Z representatives globally believe AI will drive them toward roles less susceptible to automation, such as specialized positions or physical labor. At the same time, 86% of Gen Z values having a sense of purpose in their work, which they see as essential to career satisfaction and workplace well-being.
“Young employees value opportunities to acquire new skills, which serve as the foundation of their careers,” says Anna Tietianiec. “Employers should invest in training programs, provide access to e-learning platforms, and encourage participation in diverse projects. Mentorship and coaching programs, where experienced employees guide younger colleagues, are also effective. Gen Z values access to modern technologies, clear career progression paths, and structured development programs.”
Upskilling and Reskilling: The New Workforce Norm
A global study by Indeed found that 45% of Gen Z workers are open to taking on small additional projects to broaden their portfolios and gain experience. Unlike previous generations, Gen Z is aware of its responsibility for career development while expecting support from employers. In the same study, 42% of respondents identified workplace training as the best option for career growth. Employers also recognize the importance of reskilling and upskilling Gen Z, with 28% of global employers prioritizing these efforts, according to ManpowerGroup.
Gen Z in 2030: What Should Companies Prepare For?
According to the World Economic Forum, by 2030, Generation Z will make up about one-third of the global workforce. Much like Millennials during the 2008 financial crisis, Gen Z may face delayed career starts due to global challenges like the COVID-19 pandemic, armed conflicts, and digital transformation. These challenges could lead to prolonged unemployment periods, potentially impacting their education, personal development, and long-term career prospects. In the next five years, these effects may become evident in areas like promotions, salaries, and career fulfillment.
