What Motivates Gen Z: How to Boost The New Workforce

What Motivates Gen Z? 

What motivates Gen Z in today’s workforce? How do you ensure your company grows with the new generation of young people looking for new opportunities? 

It is on us, leaders, to understand them, and motivate them, so we can get the results we want from them as business leaders.

In this Bootstrappers episode, Jeremy and Gwenn explore what is the perfect strategy to motivate Gen Z.

Motivates Gen Z

What is a Gen Z?

Gen Z is the name given to the younger generation that is now incorporated into the workforce. While there is still a lot of debate on what demographic fits this generation, we understand Gen Z as the group of people who were born between 1997 and 2000.  

These dates, however, are just a general standard, but they can change; Gwenn recalls working with 30-year-olds with a Gen Z mindset. So, in this article, we are referring to a way of behaving, thinking, and acting that is related to the younger generation rather than a demographic born on a specific date.  

Listen to the full episode.

Gwenn’s Personal Failures with Gen Z

After hiring a lot of Gen Z and failing at it, Gwenn understood that she was provided what she thought they wanted, but not what they really needed. 

When the productivity and results decreased with the new Gen Z employees, Gwenn knew she needed to make a bigger effort into trying to understand them. 

Gen Z has different expectations and motivations compared to their millennial counterparts. While millennials value freedom, Gen Z appreciates money over other things. 


What Motivates Gen Z: Money

It’s no secret that Gen Z faces significant financial challenges, with the burden of debt and the rising cost of college education.

Consequently, their desire for financial stability and a steady income is a top priority. Understanding this key aspect can be instrumental in motivating and engaging Gen Z employees.

While millennials often prioritize freedom and work-life balance, Gen Z places a higher value on financial security. This distinction between the two generations is essential to recognize when developing strategies to motivate and retain Gen Z talent.

By acknowledging their financial concerns and addressing them proactively, leaders can foster an environment that aligns with their expectations.

While Gen Z appreciates money, they often have other expectations about the job market and what they can achieve, so once they have the expectation right, they can work better.

What Motivates Gen Z: Authenticity

Gen Z has grown up in a world where they feel let down by the system and authority, which can be pretty hard to deal with.

They are skeptical of authority and can easily detect inauthenticity. To build trust and attract their loyalty, it is essential to foster a company culture that values transparency, empathy, and genuine care for their well-being.

For Generation Z, their work company is more than just a source of income, but an entity that aligns with their values, so it makes sense that they want to work in a space where their ideas aren’t diminished and minimized. 

Motivates Gen Z

Flexibility Comes With Boundaries 

While Gen Z appreciates flexibility in the workplace, it’s crucial to establish clear boundaries that set a balance between work and life. Help them understand the limits of what is possible within your company’s framework. 

Letr says they need to go to a doctor’s appointment; that would be totally fine, but what would you think about then taking some time off just to see their favorite show?

Most of these people are just entering the workforce and still need to learn what is acceptable when it comes to a corporate job.

By setting realistic expectations, you can avoid misunderstandings and create an environment where both parties thrive.

What Motivates Gen Z: Transparency and Recognition

Gen Z craves transparency and wants to see how their work contributes to the overall success of the company; they want to feel important and like a key component in the organization.

Regularly communicate their impact and share results, as this will motivate them to go the extra mile. Recognize their innovative ideas and show them that their contributions matter. When they feel appreciated, they become more invested in the growth of the business.

Embracing the Gen Z Workforce

To thrive in the ever-evolving business landscape, it is crucial to adapt to the needs of the Gen Z workforce and let them improve your organization with the unique skills they bring to the business.

By understanding their motivations, demonstrating authenticity, providing flexibility within boundaries, aligning goals, and offering transparency and recognition, we can create a work environment that inspires and motivates Gen Z employees.

Are you ready to embrace Gen Z and unlock their full potential? Contact us today to hire your new innovative team; let’s build a workplace where both our businesses and our employees flourish.

How to Keep a Remote Team Motivated: A Step-By-Step Guide

How to Motivate Your Remote Team

I discussed my plans with my COO to help our remote team members clarify their life goals. We’re doing this by making “vision boards,” which show team members’ life goals.

By learning what’s important to them, we can better align our company goals with their personal aspirations.

I could tell he was unsure. He understood the idea. But was unsure how to help admin workers reach their dream of owning a home in Puerto Vallarta.

He struggled with figuring out how to connect the day-to-day work with such a big personal goal. It’s a common concern.

Managers want to improve employee engagement and motivate employees. But some worry that too much motivation might cause them to leave and start their own businesses.

While it’s true that this can happen, it’s uncommon. People who would leave to start their own companies would likely do so regardless of their manager’s inspiration.


Understanding Your Remote Team’s Personal Goals

It can be a delicate situation when discussing someone’s personal aspirations with them, especially if they hold an entry-level job with basic responsibilities.

Balancing aspirations and current job responsibilities is a challenge.

An entry-level worker with basic responsibilities may aspire to be a business owner. Balancing personal goals with current job tasks can be difficult.



To reach a goal like owning a home in Puerto Vierta takes a change in our habits. Progress helps us feel more positive and increases our chances of success. These can all be improved no matter what job you have.

Discipline is important for saving money and making smart investments. It’s a skill that can be improved by practicing small tasks. At work, think about ways to be more disciplined and identify areas where you can improve your discipline.

Have the person ask themselves these questions. Then, take action in those areas where discipline is needed. Have them observe how these small changes at work impact the bigger picture in their life.


Start there and keep working on it

Make a follow-up plan. “Let’s check in next week on a short video call or face-to-face to see how increasing personal discipline is going” goes a long way for team motivation.

Focusing on key areas such as discipline, knowledge, and self-care will enable us to perform better and lead healthier lives.

Creating a Supportive Work Environment

Having conversations that show concern for both the personal and professional well-being of employees. This fosters a positive work environment and promotes joy and fulfillment in work.

Aligning personal goals with company goals helps employees feel that their work is meaningful and furthers their aspirations.

It’s important to create a supportive and inclusive company culture that values their input and contributions. Regular virtual meetings and video conferencing tools can help maintain a sense of connection and team collaboration.

Additionally, offering regular feedback can help employees feel valued and appreciated.


Providing Personal and Professional Development Opportunities

By providing development opportunities, remote workers have a chance to gain new skills, knowledge, and expertise. This can improve their job performance and expand their career prospects.

Increased job satisfaction and motivation can benefit the company by reducing turnover and improving the overall quality of work produced by remote employees.

Additionally, personal development opportunities can help remote workers to grow as individuals, increase their self-awareness, and identify areas for personal growth. This can enhance overall life satisfaction, which can translate into a more positive and motivated attitude at work.

Some examples of personal and professional development opportunities include:

  • Professional development workshops or training programs in specific areas of expertise, such as project management, communication, or leadership
  • Mentorship programs where remote workers are paired with experienced employees who can provide guidance and support
  • Online courses or certification programs
  • Attending industry conferences and networking events

By offering development opportunities, companies show support for employee growth. This investment in remote workers can lead to a more motivated, engaged, and productive remote workforce.

Virtual Assistants

Encouraging teamwork and collaboration

Encouraging open communication is also essential to motivate remote employees. Encourage employees to share their thoughts and ideas and create a culture of trust where everyone feels comfortable sharing their opinions.

Giving employees decision-making power and a sense of ownership boosts motivation and engagement.

Recognizing and Celebrating Achievements

Recognizing and rewarding employee achievements is a key factor in keeping remote workers motivated and engaged. Acknowledge and celebrate the employee’s work and dedication of your team members and show appreciation for their efforts.

There are several ways to do this:

  1. Performance-based bonuses: Offer financial incentives for exceptional performance, such as bonuses or commissions. This not only rewards employees for their hard work but it also provides an extra motivation to strive for excellence.
  2. Promotions: Consider offering promotions to employees who have demonstrated exceptional performance and have reached key milestones in their personal and professional development. This shows that you value their contributions and are committed to their growth and success.
  3. Public recognition: Acknowledge employee achievements in team meetings or company-wide communications. This not only provides recognition for the employee but it also inspires others to strive for similar successes.
  4. Rewards and incentives: Offer non-financial rewards and incentives, such as paid time off, flexible work arrangements, or professional development opportunities.
Keep a Remote Team Motivated

By recognizing and rewarding employee achievements, you can help maintain motivation and engagement among your remote or virtual team. It reinforces the idea that hard work and dedication are valued and appreciated and encourages team members to continue striving for excellence.

In closing, there are many ways to motivate remote employees and create a positive and productive work environment.

To motivate remote workers, regularly communicate, offer growth opportunities, and acknowledge their achievements.

Keep a Remote Team Motivated

What do you think?  Are you ready to scale your business, improve efficiency and reduce costs? Talk to Anequim and schedule a free strategy call now so that we can help you grow your business faster than ever before!

Listen to The Bootstrappers Podcast for more incredible free business tips, time management tricks, and techniques to help you fulfill your business vision!

Improving key areas such as focus, knowledge, and habits will result in better work and life outcomes.

Focusing on key areas such as discipline, knowledge, and self-care will enable us to perform better and lead healthier lives.