1. Focus on pay and be able to justify it in terms of the market, skills and experience.

2. Ensure core benefits such as pensions and healthcare are, at a minimum, aligned to your competitor market.

3. Recognition programmes can be effective if aligned to goal achievement and need not be financial. Rewarding success with opportunities for development will be appreciated.

4. Wherever possible, individualise reward programmes e.g. flexible benefits and allow GenZers to personalise their package to suit their lifestyle and specific needs.

When it comes to reward, GenZers want to be paid fairly, with an organisational purpose, and core benefits that they can individualise to suit their needs.

“They are perhaps the most brand-critical, bullshit-repellent, questioning group around.”

Lucie Greene, Worldwide Director of Innovation at JWT

“GenerationZ are Millennials on steroids.”

Lucie Greene, Worldwide Director of Innovation at JWT

“GenerationZ are self-starters, not selfie-takers.”

Lucozade Energy report

“Millennials– Self-centred. Generation Z – Self-aware.”

Ernst & Young

“Generation Z characterises itself by highlighting the need for passion and motivation in their work.”

Claire Stradling, Manager of Charities and NFP