If you’re ready to attract and retain the newest subset of the workforce—Generation Z—prepare to understand a new set of expectations they bring along with them to their job seeking.

Many of the “green flags” they look for in potential employers align with their millennial predecessors—think flexible hours, mission-centered work, and the resources to learn and grow within their role.

But, there are a few expectations Gen Z has for their employers that are distinctly theirs, and heavily prioritized as they search for a job:

1. Salary Transparency
2. Community
3. Strategies to Reduce Burnout

Though it might be tempting to write them off as being entitled and self-important, Generation Z perceives their future as volatile. As a result, they approach work with a new and grounded sensibility. Plus, their digital savvy is unmatched.

Exploring these three expectations to accommodate Gen Z job seekers will only add fresh perspectives and significant value to your business.

1.    Gen Z Expects Salary Transparency

34 percent of Gen Z said they are willing to share pay information with anyone who asks, but this drops to just 4 percent for Baby Boomers. Why the extreme discrepancy?

You might blame it on TikTok— there is no shortage of career coaches encouraging the newest generation entering the workforce to demand salary transparency upfront, going so far as to label job listings without a salary range as a red flag.

In general, though, it seems that Gen Z doesn’t value salary as much as previous generations. As a result, talking salary isn’t as risky. Matching their candor in the way you approach conversations about salary can have a big impact.

2.    Gen Z Expects Community Building

For Gen Z, building a sense of community is more important than ever. Unlike previous generations, starting a family is the least important life goal for Gen Z. As a result, they seek out community in other ways, namely, the workplace. Regardless of your team being remote, in-office, or anywhere in between, empower your Gen Z workforce to communicate openly and freely. Encourage “extra-curricular” activities that consider the whole personhood of your team members.

3.    Gen Z Expects Strategies to Reduce Burnout

Considering how digitally savvy Gen Z is, it’s no surprise they are easily frustrated by the abyss of vague tasks and processes that come with what Asana calls “work about work.”

These types of menial tasks, along with the volatility of civil unrest and a looming recession, have resulted in a generation that reports the highest rates of burnout, despite being the newest to enter the workforce.

You may not be able to stop a recession from happening, but you can approach the risk and likelihood of burnout with empathy and understanding. There are “soft” approaches you can take to reduce burnout, like:

1. Setting clear expectations so your team knows exactly where they
2. Providing ongoing
3. Laying out a clear path for

This type of leadership can go a long way with Gen Z. There are also more concrete benefits you can offer:

1. Mental health days and resources
2. Offering financial planning and career coaching
3. Paid subscriptions to apps like Calm, Headspace, or BetterUp

A New Generation Has Arrived in The Workforce

Hopefully, by now it’s clear that the expectations Gen Z has for their employers are not out of entitlement, but rather out of a desire for a source of stability, community, and understanding in an uncertain world.

Generation Z will soon surpass Millennials as the most populous generation on earth, with more than one-third of the world’s population counting themselves as Gen Zers. If you are hesitant to add Gen Z to your workforce, it’s time to start evaluating your culture and finding ways to accommodate a generation that brings new and evolved energy to the already evolving world of work.