If you caught my last post, you know we talked about why the old ways of working for Gen Z just aren’t cutting it anymore.
The reality is that Gen Z isn’t looking for the same things their parents were, and if a company is still promoting “hustle culture” or rigid hierarchies, they’re going to lose their best talent. But knowing why they’re frustrated is only half the battle. Now we have to talk about how to fix it.
Keeping Gen Z motivated in 2026 comes down to a few practical shifts in how you run things day-to-day. It’s not about grand gestures; It’s really more about fixing the day-to-day systems that make people feel like they’re just a number. Here’s what works:
1. Actually act on their ideas When someone on the team comes to you with a way to improve a project or a better way to run the office, don’t just nod and forget about it– listen to them. If it’s doable, give it a shot and see what happens.
A study of 400 employees found that people were way more engaged when their innovative ideas were embraced. People do want to be heard. When they feel like their voice matters, they’re going to care a lot more about the results.
2. Create a clear purpose Don’t just have a mission statement on the wall; make sure the “why” behind the work is obvious. Goals and expectations should be clear enough that people feel comfortable actually exploring that purpose. Show them how what they do every day makes a positive impact on the world.
3. Set real expectations This generation really thrives when they know exactly what’s expected of them. You need to set clear markers for them to follow and then give them real opportunities to move up. They genuinely want to improve, so having leadership that is approachable and focuses on growth goes a long way. Don’t leave them guessing.
4. Don’t be afraid of technology Tech can make everything in an office run so much smoother. Since Gen Z grew up with this stuff and they’re going to feel a lot more plugged in if the company is actually using technology to its full potential instead of fighting it.
5. Prioritize wellness This isn’t just a “nice to have” for Gen Z, it’s a top priority. Nobody can do their best work when they’re in poor health or burnt out. They’re much more likely to stay engaged if the company shows they care about their well-being and takes steps to support it.
Sometimes that means offering extra time off, or even just showing you care with small employee gifts that prove you’re paying attention to their mental health.
6. Encourage people to work together Gen Z generally loves collaborating and sharing ideas with the rest of the team. Try to encourage that through group projects or by making sure everyone’s voice is heard in meetings—not just the senior people who have been there forever.
7. Provide flexible benefits Every employee has individual needs, and that’s especially true for younger workers these days. Giving them flexible benefits lets them tailor their compensation to what actually matters to them. Whether it’s choosing their own perks or earning recognition awards for a job well done, they want to feel like their specific effort is being noticed. It gives them something to work for.
When they’re working for something they actually want, they’re going to try harder.
8. Just communicate better At the end of the day, communication is the only way to keep people engaged. It makes them feel heard and ensures they know what you expect from them. It also makes it easier for them to come to you if there’s a problem before it turns into a huge issue. Talk about these things openly in meetings so everyone stays on the same page.
The Bottom Line If you want to keep Gen Z around in 2026 and beyond, the old engagement strategies have to change. Taking these kinds of actionable steps can really increase their drive and performance. When they feel respected and clear on the goal, they’ll produce their best work.