Finding fulfilling and motivating work is a challenge for many people, but it can be especially difficult for those just starting their careers. And as Generation Z professionals – those born between 1997 and 2012 – increasingly seek personalized career paths, managers are tasked with helping employees find meaning in their roles while also meeting organizational goals.
Some managers may view Gen Z’s desire for meaningful work as a form of entitlement, but dismissing it can be costly. Research shows that employees who find their work meaningful experience greater job satisfaction, which directly boosts productivity. Meanwhile, ignoring this need can lead to higher employee turnover and “quiet quitting.” In short, helping younger employees find meaning on the job isn’t just good for them – it’s a smart business strategy.
As business professors who study meaningful work, we wanted to understand how managers can help younger staff thrive. So one of us – Kelly Kennedy – conducted a research study at Baylor University in which she interviewed a range of Gen Z professionals. Then, together with leadership consultant Shanna Hocking, we analyzed the results to identify three crucial factors that can help managers unlock meaning for early-career professionals. These are self-knowledge, adding value, and relationships.
By addressing these areas, managers can foster a supportive environment where Gen Z professionals thrive.
The 3 keys to meaningful work
Self-knowledge is about understanding who you are and what you value, and recognizing your strengths and weaknesses. Research shows self-awareness can be a powerful tool for creating a productive and engaged workforce.
To help Gen Z employees develop self-knowledge, encourage them to reflect on what energizes and interests them. To get the ball rolling, you can ask them to think about their college experiences, internships and important personal milestones. These reflections can help them uncover patterns in what they enjoy and what drives their motivation.
Additionally, many Gen Z professionals seek roles that align with their values. It’s common for them to focus on developing a sense of purpose that extends beyond a specific job title.
For example, one young employee we interviewed, who works in fashion merchandising, told us, “I will make things beautiful and that will be my life.” This is a flexible sense of purpose – one that isn’t tied to any particular job, but rather to a bigger vision of impact. A smart manager will connect day-to-day tasks to employees’ larger goals, helping them see how their contributions fit into the bigger picture.
Adding value at work comes down to two key things: feeling recognized and knowing one’s contributions make a difference. Our study found that adding value and feeling valued play a crucial role in shaping workplace meaning. For example, when asked what makes work meaningful, a Gen Z worker said, “being part of a team where you are able to contribute and directly see the impact of your work, regardless of the level you are at.”
So, how do you make Gen Z employees feel recognized? It can be as simple as giving praise or as big as offering a raise. But for many young professionals, meaningful work goes beyond just perks – it’s about feeling like their efforts contribute to a larger goal and make a positive impact on society.
Finally, how people get work done in the office is often tied to the relationships they have.
Previous research has shown that Gen Z professionals are more likely to thrive in work environments that prioritize diversity and inclusion and encourage positive relationships between colleagues. Our conversations with Gen Z workers backed that up: They told us they valued quality relationships, collaboration, and support from managers and colleagues.
Managers can foster this type of environment by encouraging team members to meaningfully connect. As a Gen Z private equity analyst shared with us, “When you work such long hours, it’s nice knowing there’s others in the trenches with you.”
Building strong relationships with direct reports is also important. Gen Z professionals value being mentored by their managers and receiving regular feedback and honest communication. Research has shown connection at work is powerful for creating a meaningful environment of trust for employees of all ages.
We also found that Gen Z appreciates being able to take risks – and potentially fail – in a safe space. That’s why mentorship programs can be impactful; they help young professionals develop skills, build confidence and find meaning in their work by providing a safe space for learning and growth.
