Managers can help their Gen Z employees unlock the power of meaningful work − here’s how
Finding fulfilling and motivating work is a challenge for many, but it’s especially tough for those just beginning their careers. For Generation Z—those born between 1997 and 2012—the search for personalized, purpose-driven career paths is reshaping the workplace. As a result, managers now face the dual responsibility of helping these employees find meaning in their roles while also driving organizational success.
Some managers may interpret Gen Z’s pursuit of meaningful work as entitlement. But brushing off these expectations can backfire. Research shows that employees who find meaning in their work are more satisfied, which in turn improves productivity. Ignoring this need can increase employee turnover and contribute to “quiet quitting.” In short, helping Gen Z find purpose at work isn’t just good for morale—it’s a smart business strategy.
As business professors studying the concept of meaningful work, we wanted to understand how managers can better support early-career professionals. One of us, Kelly Kennedy, conducted a research study at Baylor University, interviewing Gen Z professionals across industries. Working with leadership consultant Shanna Hocking, we analyzed the findings and identified three essential factors that help young employees discover purpose in their roles: self-knowledge, adding value, and building relationships.
By focusing on these three elements, managers can create a workplace environment where Gen Z employees thrive.
The Three Keys to Meaningful Work
1. Self-Knowledge
Self-knowledge involves understanding your own values, strengths, and areas for growth. Research suggests that self-awareness is a critical ingredient for engagement and productivity.
Managers can support Gen Z employees in developing self-knowledge by encouraging them to reflect on what energizes them. Ask them to think back on their college experiences, internships, or personal milestones that stood out. These reflections often reveal patterns about what motivates them and what kind of work they find most meaningful.
Gen Z also tends to seek roles that align with their personal values. Many aren’t looking for meaning in a specific job title but in a broader purpose. One fashion merchandising professional summed it up by saying, “I will make things beautiful and that will be my life.” This flexible sense of purpose isn’t tied to one position—it’s about having a bigger impact. Good managers can connect employees’ daily tasks to these broader goals, helping them see how their work fits into the larger mission.
2. Adding Value
Adding value in the workplace means two things: feeling appreciated and knowing your contributions matter. Our research showed that the sense of making a difference plays a major role in how meaningful a job feels.
As one Gen Z employee put it: “Being part of a team where you are able to contribute and directly see the impact of your work, regardless of your level—that’s what makes work meaningful.”
Recognition doesn’t always have to be grand. A simple compliment or a well-earned raise can go a long way. But for many Gen Z professionals, it’s not just about perks—they want to know their work contributes to something bigger and has a positive impact on others.
3. Relationships
How people get their work done often depends on the quality of their relationships at work. Gen Z thrives in workplaces that emphasize inclusion, diversity, and positive team dynamics.
Our interviews echoed this: Gen Z professionals consistently said they value strong relationships, collaboration, and support from both colleagues and managers. As one private equity analyst noted, “When you work such long hours, it’s nice knowing there are others in the trenches with you.”
Managers can help foster these connections by creating space for meaningful team interaction. Building strong one-on-one relationships is just as important. Gen Z values mentorship, consistent feedback, and honest communication. Research shows that a strong sense of connection builds trust and makes work more meaningful for employees of all ages.
Gen Z employees also want the freedom to take risks and learn from failure in a supportive environment. Mentorship programs are especially effective for this—they help young professionals grow skills, build confidence, and find meaning in their work in a safe, encouraging setting.
3 Simple Questions to Unlock Meaningful Work
Reflection and coaching are powerful tools for helping early-career employees develop self-awareness, make meaningful contributions, and build strong workplace relationships. This might sound like a big lift, but it can easily be folded into your regular one-on-one meetings. Start by asking these three questions:
1. When have you felt most energized at work?
This question helps employees discover what motivates them. Ask them to identify specific moments and activities that brought them energy or joy. Pay attention to their words, tone, and body language—they’re all clues to what they care about.
Make it a conversation. Share your observations, brainstorm how they can incorporate more of these tasks into their role, and highlight how their interests align with the team’s goals.
2. Where do you feel you contribute the most?
This question helps employees recognize their strengths and the value they bring to the team. Look for patterns in their response, and connect their contributions to larger company objectives.
Publicly acknowledging their efforts—both informally and in performance reviews—can further reinforce their sense of purpose and encourage continued growth.
3. Who in the company would you like to learn from or collaborate with more?
Talking about workplace relationships during check-ins might seem unusual, but it opens up valuable insights. It shows you care about their experience and growth, and helps you identify opportunities for mentorship and collaboration.
Use their answers to make introductions, suggest project partnerships, or encourage them to connect with others who can support their learning journey.
As Gen Z professionals continue to seek careers that are more personal and purpose-driven, managers play a crucial role in guiding them. Supporting their growth and helping them find meaning doesn’t just benefit them—it strengthens your organization. So next time you sit down for a one-on-one, try asking these three questions. It might just lead to a more engaged, motivated, and loyal team.
