Generation Z (Gen Z)

Who is Generation Z?

Generation Z (Gen Z), also called zoomers, refers to people born roughly between 1997 and 2012. These are the boundaries used by Pew Research Center. Gen Z follows millennials (Generation Y), who came after Generation X and the baby boomers. It is the first generation to grow up with smartphones, social media and constant internet access from childhood.

The boundaries vary by source. Some researchers start the generation in 1995 or 1996 and end it in 2010 or 2012. For example, Deloitte's 2025 survey defines Gen Z as people born between 1995 and 2006.

Generations by birth year: table

Generation boundaries as defined by Pew Research Center. The boundaries for Generation Alpha are not settled yet, so its start year is approximate.

Why is it called Generation Z?

The letter Z continues the sequence of the previous generations, X and Y. The word “zoomer” started as a play on “boomer”, contrasting the youngest working generation with the baby boomers. Today, “zoomers” and “Gen Z” are used interchangeably.

Other names for Generation Z

• Short forms: Gen Z, Gen Zers, zoomers.
• Based on when they were born: centennials, post-millennials.
• Based on technology: iGen, digital natives, the smartphone generation.

Gen Z in today's workforce

Many Gen Zers finished school or started their first jobs during the COVID-19 pandemic, often fully remotely, and entered a job market reshaped by hybrid work and generative AI. As a result, Gen Z expects flexibility, fast digital tools and employers who care about wellbeing.

Characteristics of Generation Z

• The future of the workforce. EY estimates that Gen Z will soon make up about a quarter of the global workforce.
• Digital from birth. 89% of Gen Zers feel confident using technology and expect convenient digital tools at work.
• Pragmatic and money-conscious. Gen Zers manage their money carefully and research purchases online more often than other generations. At the same time, 48% do not feel financially secure, up from 30% a year earlier.
• Looking for purpose. According to Deloitte 2024, 86% of Gen Zers say a sense of purpose is important to their job satisfaction, and 44% have rejected an employer over their personal ethics.
• Open about mental health. In the same survey, 40% of Gen Zers said they feel stressed all or most of the time.
• Expect transparency. Gen Zers talk about pay more openly than previous generations and expect pay transparency.

How to work with Generation Z

According to the Deloitte Gen Z and Millennial Survey 2025, 50% of Gen Zers want their manager to teach and mentor them, but only 36% say this actually happens. Here is what HR teams and managers should focus on:

• Values and employer brand. Be clear about your mission and culture: a strong employer brand attracts Gen Z talent before the first interview.
• Mentoring and feedback. Regular one-on-one meetings and mentoring answer Gen Z's main request to their manager, while reverse mentoring lets them share their own knowledge.
• Wellbeing and mental health. Wellbeing programs and support for mental health at work matter a lot to Gen Z.
• Transparent pay and benefits. Pay transparency and clear employee benefits build Gen Z's trust in their employer.
• Flexibility. For Gen Z, flexible working hours and remote work are often a deciding factor when choosing an employer.
• Convenient digital tools. Gen Zers expect requests, documents and team communication to work as smoothly as the apps on their phones.

In PeopleForce, the Pulse module helps you measure engagement and team mood regularly through pulse surveys and eNPS. The Perform module supports one-on-one meetings, feedback and kudos, and company communication in Core HR keeps the whole team up to date.