Trust is more than just a nice thing to have for Gen Z; it’s a fundamental requirement. As a member of Gen Z, I know we value honesty, transparency, and integrity. In a time when skepticism about corporate motives is high, understanding and fostering trust can make or break an organization’s ability to engage and retain my generation. 

Building Trust 

Trust plays a key component in Gen Z’s engagement and satisfaction at work. We value honesty and transparency, with 77% of Gen Z finding it important to work for a company that cares about diversity, equity, and inclusion (DEI), according to Talentlms. As a generation focused on equality, many of us are dedicated to social justice. This desire for fairness and integrity often stems from a deep skepticism about the world around us. In fact, according to a report by Ernst & Young, 60% of Gen Z reported that they believe most people can’t be trusted, as they call into question the honesty, integrity, and motivations of businesses and leaders.  

I believe the root of our skepticism is linked to our experience with technology. As a generation who grew up primarily online, the constant exposure to negative news has made us more cynical. It also seems like employers often see Gen Z in a negative light. According to news outlets, we have been called the most difficult generation to work with, and stereotypes such as lazy, privleged, whiny, and entitled, further contribute to this perception. This can make it difficult to trust and feel respected by our employers. 

However, it is not just about believing in our employers but about feeling believed in. Trust is a two-way street that fosters a positive and productive workplace culture. A Glassdoor study revealed that 80 percent of employees say they’re motivated to work harder when their boss shows appreciation for their work. We not only receive a sense of confidence in our abilities, but this causes us to work harder to do the best job possible, knowing our work is high-quality and valuable to the company. Feeling like we make a difference is a key factor to being fully engaged at work.    

Practical Steps for Employers 

To foster a culture built on trust, employers should prioritize clear communication and transparency. This can be achieved by: 

1. Open Communication: Regularly sharing company updates, decisions, and rationale with employees. Transparency about company goals, challenges, and changes helps employees feel included and valued. 
2. Inclusivity and Fairness: Actively promoting a diverse and inclusive workplace culture where everyone feels we belong, and their contributions are recognized. 
3. Feedback and Recognition: Encouraging open dialogue and providing constructive feedback. Acknowledge and appreciate employees’ hard work and achievements, reinforcing their value to the company.
4. Authenticity and Integrity: Leaders should model ethical behavior and demonstrate commitment to the company’s values, showing consistency between words and actions. 

To successfully attract and retain Gen Z employees, companies must prioritize creating a culture we want to be a part of. By consistently demonstrating commitment to transparency, honesty and integrity, employers can enhance employee engagement, productivity, and retention – ultimately creating a more dynamic and motivated workforce.