Engaging Gen Z Approaches

In retail, many chase the next big thing—a new style, a new way to reach consumers—triggering a frantic race to adopt. But most trends fade as fast as they appear. The real game-changers are curated habits that prove they can stand the test of time. I’ve championed social commerce as the future of retail for over a decade. In hindsight, that barely scratches the surface. It’s now a deeply ingrained consumer behavior. The imperative isn’t just to adopt it, but to evolve with it—constantly and intentionally. At HSN, social commerce was core to our strategy. We pioneered the blend of shopping and entertainment. That’s the essence: finding the sweet spot where entertainment, connection, and commerce converge. Soon after, platforms like Twitch began enabling users to both game and shop in real time, blending entertainment with commerce. Fanatics has successfully leaned into this model as well, immersing fans in live experiences while showcasing gear in action, often worn by their favorite athletes and community, turning fandom into a powerful trust signal. More recently, TikTok Shop collapsed the purchase funnel into a single scroll. It's no longer discover, then buy. Now, it’s see it, want it, buy it—seamlessly, in-platform. So, as we look ahead, how do I see this "social commerce habit" evolving? Here's what I expect: 🔹 Creator Integration is Non-Negotiable. For Gen Z, in particular, TikTok Shop has become a primary discovery engine. They trust their favorite creators to genuinely try products and offer honest feedback. The more brands lean into authentic partnerships with creators, the more trust they build in this integrated shopping experience. It’s about relationship-driven commerce. 🔹 Embrace a Zero-Click World. Speed and simplicity are paramount. Consumers need to be able to see, buy, and receive as fast as humanly possible. This means minimal clicks, minimal friction, and no moments for reconsideration. It's about instant gratification and removing all barriers between desire and ownership. 🔹 Elevate Live Shopping. This is a powerful return to the personal connection and real-time interaction that defined the best of traditional retail. Shoppable videos and live sessions transform social media into a personalized shopping aisle. Imagine experts demonstrating products, showing how they fit or can be styled, all in real-time, tailored to your interests. It brings humanity back to digital retail. 🔹 Unlock the Power of Virtual Try-Ons. A longstanding hurdle in e-commerce is "try before you buy." AI-enabled virtual try-on features solves that, making online shopping more immersive and convenient. This translates directly into higher conversion rates, deeper engagement, and customers spending more valuable time interacting with your brand digitally. It’s time to stop treating social commerce like a trend. This is commerce, full stop. It’s a fundamental consumer behavior that belongs at the center of every modern retail strategy.

As a proud member of Gen Z, I found the recent The Wall Street Journal article about our generation’s impact on the workplace to be both insightful and timely. Gen Z may bring different expectations and needs to the table, but those differences are opportunities for growth and innovation. 𝐋𝐞𝐭’𝐬 𝐬𝐩𝐚𝐫𝐤 𝐚 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧: 𝐇𝐨𝐰 𝐢𝐬 𝐲𝐨𝐮𝐫 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐚𝐝𝐚𝐩𝐭𝐢𝐧𝐠 𝐭𝐨 𝐭𝐡𝐞 𝐫𝐢𝐬𝐞 𝐨𝐟 𝐆𝐞𝐧 𝐙 𝐢𝐧 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞? Here are a few approaches that are resonating with many of us: ✨ Aligning Work with Purpose: We’re driven by more than just a paycheck. Companies that clearly connect individual roles to a larger mission see greater engagement and enthusiasm. ✨ Creating Continuous Feedback Loops: Regular check-ins aren’t just nice to have—they’re essential. Frequent feedback helps us stay motivated and aligned with our goals. ✨ Prioritizing Mental Health: Offering mental health resources and fostering a supportive environment isn’t just a perk—it’s a necessity. This support goes a long way in creating a resilient and productive workforce. ✨ Fostering Growth through Mentorship: We crave opportunities to learn and grow. Mentorship programs that offer guidance and development pathways are key to retaining top talent. At REACH, where many of my team members are also Gen Z, I've seen firsthand how our generation's desire for purpose, mentorship, and mental well-being can drive positive change. We're working to build an environment that not only meets these needs but thrives because of them. Where our team feels valued, heard, and supported so they can become the most dedicated and innovative contributors. Instead of viewing the generational shift as a problem, let's reframe it as a unique chance to reshape the workplace into something more dynamic. ----- Read more from Katherine Bindley and Chip Cutter for The Wall Street Journal: https://lnkd.in/gajy28er

What if Gen Z’s most significant career advantage isn’t outsmarting AI but choosing the one place it can’t easily follow? That’s the powerful takeaway from Amanda Hoover's recent Business Insider article, “AI Is Destroying Jobs. Gen Z Has Found a Safe Haven.” While AI is rapidly automating entry-level roles in tech, consulting, and law, Gen Z is pivoting—questioning the ROI of college and targeting skilled trades and hands-on professions. Only 36% of Americans now have strong confidence in higher education, down from 57% in 2015, and just 22% believe college is worth it if loans are required. The average Gen Zer unemployment rate for recent grads jumped to 5.8% in early 2025. Instead, Gen Z seeks stability, work-life balance, and entrepreneurial paths—often outside the traditional office. Here’s how they’re future-proofing their careers: ✅ Choosing trades and essential services where AI can’t replace the human touch—think electricians, healthcare, and home services. ✅ Leveraging tech and AI for business efficiency, not as competition—using automation for admin tasks while building real-world skills. ✅ Prioritizing adaptability and practical experience over expensive degrees—focusing on roles that value hands-on expertise and personal connection. Gen Z is proving that the real “safe haven” isn’t about avoiding change but about doubling down on what makes us irreplaceable - blending human skills with smart tech. Coaching can help; let's chat. | Follow Joshua Miller Read the full article here: https://lnkd.in/gdSPYnCi #FutureOfWork #GenZ #AI #CareerAdvice #CoachingTips

𝗬𝗼𝘂𝗻𝗴𝗲𝗿 𝗱𝗼𝗻𝗼𝗿𝘀 𝗮𝗿𝗲𝗻’𝘁 𝘁𝗿𝗮𝗻𝘀𝗮𝗰𝘁𝗶𝗼𝗻𝗮𝗹. They’re identity-driven. They want to see themselves in the mission...not just on a mailing list. If your fundraising strategy still centers around “give, get, repeat,” you’re going to lose them. Younger generations - especially Gen Z - care deeply about impact, alignment, inclusion and visibility. Here’s how to meet them where they are: ✅ Invite co-creation: “How would you like to see your gift in action?” Let them shape the story. ✅ Give them language to share: Impact reels. Digital badges. Something they can proudly post and say: “This reflects who I am.” ✅ Build a community, not just a pipeline. Think less annual gala, more cause-based Slack channel or micro-volunteer events. People want to belong, not just donate. Be the vehicle that helps them do that. #fundraising #nonprofits #belonging

The secret to workplace happiness? It may lie in a fresh approach to work. I recently spoke to The Globe and Mail on our latest #HPWorkRelationshipIndex. Although Gen Z reports the healthiest relationship with work, it’s still only 31% — less than one-third, showing there’s room to improve engagement across ALL generations. So, what is working for Gen Z? Their approach goes beyond tech fluency – they're revolutionizing workplace expectations by prioritizing relationships, growth, and personalization over traditional metrics like salary and title. The numbers are compelling: a staggering 87% of workers are willing to trade part of their salary for a more tailored work experience, with Gen Z ready to give up as much as 19% of their earnings! They're also leading the charge in the #AI revolution, with 83% already using AI to customize their workflows + boost productivity. But one message is clear: the future of work isn't one-size-fits-all. We have the insights… we know what drives engagement and satisfaction… Now it’s time to adapt our personal strategies around workplace technology, flexibility and personalization to empower every individual to thrive. #FutureOfWork #Hybrid

Supporting Gen Z in the world of work is no easy feat... ...especially when employers miss the mark in their talent acquisition practices and supervisors are underprepared to support the youngest generation in the world of work 💼 It is no easy feat to support an intergenerational workforce. As someone committed to workplace success, I've noticed three critical areas where organizations must invest to effectively integrate Gen Z talent into the intergenerational workplace ⬇️ ➡️ Transparency in job descriptions Gen Z professionals prefer clarity about what a role they're interested in will truly entail, including growth pathways and compensation structures. This transparency builds immediate trust and sets the foundation for long-term engagement. ➡️ Comprehensive onboarding structures Many organizations still treat onboarding as a checkbox exercise rather than a crucial developmental period (I've been there, and it was rough). Gen Z thrives when given proper context, clear expectations, and direct access to resources to help them thrive. A well-structured onboarding program helps curb future misunderstandings and demonstrates your commitment to intergenerational success. ➡️ Intentional feedback frameworks The absence of consistent feedback leaves young professionals vulnerable to imposter syndrome and uncertainty. By implementing regular coaching-oriented conversations, supervisors can help new talent build confidence while ensuring alignment with team needs. What strategies has your organization implemented to better bridge generational divides? Have you seen success with any particular approach to supporting Gen Z? 🤔

Gen Z isn’t just asking for more flexibility at work. They’re asking for connection. And they’re hungry for it—literally. A major new global study from Compass Group and Mintel across 30,000 employees just revealed that 78% of Gen Z employees place a high value on social connection in the workplace. More than half said they would consider leaving their job if they felt lonely. What stood out most in the study wasn’t just the data—it was the role of food. Yes, food. The research shows that food is no longer just fuel at work—it’s a facilitator of belonging. From café-style coffee corners and wellness-focused cafeterias to snack stations in reading nooks and music lounges, Gen Z is demanding that the office be reimagined to encourage spontaneous interaction and meaningful connection. This hit home for me. For the past ten years, I’ve hosted hundreds of experiences that use food as a tool to bring people together. No titles, no small talk—just gratitude, storytelling, and shared humanity. And without fail, someone always says, “This is what I’ve been missing.” Gen Z is simply saying it out loud—and they’re saying it with urgency. Only 29% of Gen Z employees in unsocial workplaces feel connected to their company’s goals. Only 14% plan to stay long-term if the culture lacks real human connection. In contrast, those who take regular, intentional breaks are 52% happier than those who only stop when they’re burnt out. What’s clear is this: the companies that prioritize human connection—who create space for people to pause, gather, and be seen—will be the ones who win the future. Because this generation of employees isn’t just working for a paycheck. They’re working for purpose, people, and places where they feel like they belong. Sometimes, the most strategic thing you can do for your business is invite someone to coffee. Or better yet—dinner. Read the full study in the comments below!

Employer branding content often spotlights perks like free snacks and foosball tables to attract people to their companies - while fun, truly magnetic cultures go deeper. Based on research from the Top Employers Institute, here are 4 culture-building practices certified Top Employers are embedding in their organizations in 2025 to drive exceptional outcomes: 1) Psychological safety: This should be table stakes for any company. But if companies don’t make this goal, it unfortunately might not happen. Google's research found psychological safety is THE top driver of high-performing teams. 93% of Top Employers train managers to create psychologically safe environments. 2) Purpose alignment: Connected employees stay longer. Top Employers with strong purpose have 19% higher revenue growth. 3) Trust & flexibility: Autonomy drives ownership. 82% of Gen Z prefer flex schedules that allow them to take more ownership of their work. 77% of Top Employers deliver, empowering staff to manage their work with a level of flexibility (even if remote, hybrid or in-office full time). 4) Holistic wellbeing: Caring for the whole human is non-negotiable. 81% of Gen Z expect employers to support physical wellness, and 83% expect mental health support. Top Employers deliver *comprehensive* wellbeing strategies that address the needs of a multi-generational workforce. Winning cultures cannot just be built on ping-pong tables and free snacks, you have to make sure employees feel seen, safe, and inspired holistically. At Top Employers Institute we exist to build a better world of work. We certify HR excellence for 2,400+ global multinational employers representing every industry and 124 countries helping them do 3 things exceptionally well: 1) Benchmark, measure, and track progress on their HR & People practices year-over-year; 2) Enhance their employer brand in key markets; 3) Improve HR Leader’s relationship with the board by correlating HR practice improvements to key business outcomes (like rev growth, profitability, & shareholder value gain). Question for you: what is one thing that you most love about your company’s culture? Drop your thoughts in the comments below. #WorkforceConfidenceIndex #GenZSkills #HR

8 ways Gen Z is already transforming the workplace. (Most companies aren't ready for it) I've taught them and coached them. They are demanding what we all deserve. If you are hiring, you better be prepared. Here's what they bring to the table: 1) Digital Natives 💻 ↳ They're raising the bar on tech ❌ Old systems and clunky processes won't cut it ✅ Companies that use systems wisely will win talent 2) Work-Life Balance⚖️ ↳ They won't sacrifice their personal lives for work. ❌ 9-5 in the office is a huge turn-off ✅They're pushing for flexible hours and hybrid/remote work 3) Mental Health Matters 🧠 ↳ They're talking about mental health and take it seriously ❌ Leaders with "suck it up" attitudes will lose talent ✅ Leaders who respect the whole person will gain allegiance 4) Diversity as a Default 🌈 ↳ They're the most diverse generation ever ❌ Homogeneous leadership is a red flag ✅They want to see workplaces that look like them 5) New Rules of Engagement 📱 ↳ They want fast, clear, and digital-first communication. ❌ They won't read endless email chains, and don't answer the phone ✅ They need unambiguous directions and super clear expectations 6) Purpose Over Paychecks 🎯 ↳ They're choosing jobs based on values, not just money ❌ Lip service to doing good a few times a year isn't enough ✅ Real community engagement and investment matters 7) Hierarchy Shakers 📊 ↳ They prefer flat structures and minimal meetings ❌ Protocols and gate-keepers ✅ Direct access, efficiency and impact are their game 8) Always Be Learning 📚 ↳ They want to grow, and fast. ❌ Days of slogging away in training classes before they can work ✅ Self-paced instruction and support for continued learning The future is here. Gen Z is leading the way. I'm rooting for them! What's been your experience working with Gen Z so far? Tell us in the comments👇 ♻️ Repost to help others manage multi-generational workplaces ➕ Follow Sarah Baker Andrus for more career and workplace insights

Google is no longer the first stop for product discovery. New data from PartnerCentric confirms what many of us in e-commerce already feel happening: TikTok, Pinterest, Reddit, Inc., and Discord are reshaping how people discover, evaluate, and buy products—especially among Gen Z and millennials. Here are the shifts worth paying attention to: 1. 1 in 10 Gen Z shoppers prefer TikTok over Google for finding products 2. 50% of Gen Z use Discord for shopping—often in private, loyalty-driven communities 3. 2/3 of U.S. consumers use Reddit in some form, with younger shoppers turning to it for trusted reviews 4. TikTok Shop users now spend ~$40/month—$50 for millennials And while Google still plays a role, it’s being edged out during the most influential parts of the funnel: discovery and validation. This is the rise of social-first commerce. For brands and marketers, it’s not just about ads—it’s about being part of the conversation where it starts. Your future customers aren’t searching. They’re scrolling, watching, and asking strangers on Reddit.