In a rapidly evolving workforce, understanding the next generation of employees is crucial. I recently had the opportunity to sit down with Parker Pell, the co-founder of Abode, for an episode of #GenZ. Parker, being part of Gen Z himself, brought valuable insights into how this generation is shaping the future of work.
A Shared Experience Turned Solution
Parker’s entrepreneurship journey began during his own internship experiences. Like many of his peers, he faced a disconnect between the expectations he had for his internships and the reality of the experience. Rather than seeing this as a disappointment, Parker and his then roommates turned it into an opportunity. They realized they weren’t alone in these feelings of disconnection to their first professional roles so they founded Abode to help companies better communicate and engage with early career professionals. Abode is a platform dedicated to improving the early career experiences for Gen Z professionals
Their goal is to help organizations enhance entry-level and early career opportunity to bridge the gap between when new hires sign their offers and their first days on the job. This is a period that often leaves new hires with anxiety and questions. Parker’s work with Abode supports companies to provide consistent communication, mentorship, and support to new hires, making the entire process smoother and more enjoyable.
What Gen Z Values in the Workplace
In our conversation, Parker emphasized three key elements that Gen Z professionals expect from their employers: transparency, respect, and connection. These aren’t just buzzwords, but core principles that Gen Z expects from their workplace environment.
Transparency – Gen Z expects open and clear communication from their employers and organizational leaders, from the interview process through to their day-to-day tasks. Companies should focus on setting clear expectations, eliminating assumptions, and prioritizing proactive transparency.
Respect – Mutual respect is essential. Gen Z may be seen as disrupting traditional work norms, but they still value professionalism and clarity. Employers must balance respect for traditional workplace etiquette with an understanding of generational differences and respecting what this new generation brings to the table.
Connection – Early career professionals want to feel a part of something larger than themselves. Parker pointed out that fostering a sense of community, mentorship, and teamwork can be the difference between a forgettable experience and one that creates lifelong advocates for the company.
Technology is Key
One of the standout points from the conversation is the emphasis on leveraging technology to achieve the key principles Gen Z is looking for in a workplace. Gen Z is not only tech-friendly, but accustomed to integrating technology into their daily lives so they expect companies to leverage technology in all aspects of work. From onboarding processes to daily communication, utilizing tech is crucial for engaging Gen Z in an intentional way.
Creating Work-Life Balance
Another aspect that companies need to embrace to effectively engage Gen Z is flexibility and autonomy. For Gen Z, work-life balance is less about working fewer hours and more about having control over their schedules and the freedom to communicate when and how they work best. Companies that can adapt to this new mindset will find it easier to retain young talent.
Advice for HR Professionals
Parker shared some actionable advice for HR professionals looking to better attract and engage Gen Z talent:
Leverage technology to streamline processes and engage Gen Z employees.
Foster a life outside of work by encouraging community involvement and personal growth.
Personalize communication to ensure that each new hire feels valued and recognized as an individual.
Advice for Early Career Professionals
For Gen Zers entering or new to the workforce, Parker offers these tips:
Network intentionally – Seek out mentors and associations in your field. Networking should be about authentic connections, not transactions.
Proactively build skills – Look for ways to develop new abilities outside of your immediate career path, as this will make you a more versatile candidate.
Listen and ask for help – It’s okay to admit when you don’t know something, and asking for help is a valuable skill that can set you up for success in the long term.
Parker weighed in that one of the greatest strengths of Gen Z is its ability to influence change. This generation is not only reshaping the workforce but doing so with a passion for making things better for those who come after them. Whether through technology, transparency, or a more human-centered approach to work, Gen Z is creating a workplace where people feel connected, respected, and empowered.
As companies continue to evolve and adapt to the expectations of Gen Z, those who focus on creating meaningful, engaging, and transparent experiences will stand out in the competitive landscape of talent acquisition.
You can listen to the full conversation here: #GenZ - Managing Gen Z Early Career Talent on Spotify.
Read more about Gen Z here: Generation Z: A Century in the Making.
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