Attitudes about work among Generation Z (those born roughly between 1997 and 2012) diverge from previous generations—namely Baby Boomers (1946–1964), Generation X (1965–1980) and millennials (1981–1996)—in several noteworthy ways. These differences can present both challenges and opportunities for physician practices aiming to create supportive, productive work environments.
Gen Z is entering the workforce at a time of major change, marked by a rise in telehealth services, greater emphasis on mental health support and a renewed focus on diversity and inclusion. As the health care industry adapts to these shifts, it is crucial to understand Gen Z’s expectations in order to recruit, train and retain talented staff.
Here are 8 tips for hiring members of Gen Z
1.Rising awareness of mental health
Gen Z employees are notably more open about discussing mental health in professional settings. According to an American Psychological Association survey, a majority of Gen Z adults reported that stress impacted their work or school performance during the COVID-19 pandemic. By contrast, Baby Boomers and Gen X employees were more likely to see personal well-being as a private matter, reflecting a “tough it out” ethos common among older cohorts.
2.Heightened demand for purpose-driven roles
While millennials helped introduce the idea of purpose-driven work, Gen Z has taken it a step further. A 2021 Deloitte Global Millennial and Gen Z Survey found that many members of Gen Z look for roles that align with their values—especially in areas like social justice, diversity and environmental stewardship. Although millennials also value meaningful work, Gen Z tends to expect employers to show corporate responsibility right away, rather than discovering it over time.
3.Mastery of digital tools
Gen Z is the first true “digital native” generation, having grown up with smartphones, social media and high-speed internet from an early age so they expect real-time feedback and streamlined workflows, adapting quickly to new platforms. Baby Boomers and Gen X often need more time and training to adjust to emerging technologies, such as telehealth platforms and electronic health records.
4.Flexibility as a baseline expectation
More than half of Gen Z respondents in a 2021 Gallup survey cited flexible scheduling and remote options as top considerations for a new job. While millennials have long pushed for improved work-life balance, Gen X and Baby Boomers generally entered the workforce when remote or hybrid models were rare or technically unfeasible. As a result, older generations may see flexibility as a perk, while Gen Z treats it as a standard benefit.
5.Willingness to speak out—and move on
Gen Z workers often challenge existing policies or outdated practices, which can spark both friction and innovation in hierarchical settings like health care. A Harvard Business Review article in 2022 highlighted how Gen Z employees are quick to leave workplaces that do not meet their expectations for supportive leadership and inclusivity. Although millennials also became known for “job hopping,” Gen Z’s readiness to pivot can be even more pronounced.
6.Impact on health care staffing
Health practices that embrace telehealth, electronic health records and remote patient-monitoring technologies align well with Gen Z’s digital fluency. Many health care facilities are also finding they must bolster onboarding processes, offer mentorship and highlight mental health resources to recruit and retain Gen Z professionals. Staffing agencies report that practices addressing burnout directly and offering mental health support see higher loyalty from this generation.
7.Building a supportive culture
Given Gen Z’s emphasis on well-being, organizations that promote openness, provide mental health days and sponsor counseling or peer support groups are better positioned to attract younger employees. This shift toward a more transparent workplace contrasts with older norms that focused primarily on productivity goals and less on personal or emotional factors.
8.Bridging the gaps
For medical practices seeking to harmonize these generational differences, clear communication is key. Encourage regular check-ins, flexible scheduling options and a culture that prioritizes shared values. By acknowledging the unique expectations of Gen Z while respecting older employees’ perspectives, organizations can foster innovation, improve morale and strengthen teamwork across all age groups.
