Bridging the Gap: Navigating the Generational Divide Between Employers and Gen Z

As a specialist aviation recruiter, I have observed a notable shift in the workplace of many of my clients as Generation Z steps into the professional world. Employers across the aviation sector and beyond are grappling with a new set of expectations and values brought by this younger generation. While companies are adapting to meet Gen Z’s needs, it is also essential for Gen Z professionals to understand that flexibility is a two-way street.

In this post I will explore both what employers need to consider to attract and retain Gen Z talent and what Gen Z needs to keep in mind to build successful careers in a competitive world.

1. Purpose Over Paychecks – But Accountability Matters

Gen Z is driven by values, seeking employers who demonstrate purpose and social responsibility. However, while purpose is vital, so is accountability and an understanding that making an impact often requires time, dedication, and results.

For Employers:

Clearly communicate your company’s mission and values, but emphasise the importance of commitment to achieve shared goals. Purpose-driven work is meaningful, but success demands sustained effort.

For Gen Z:

Be prepared to show that you can uphold the values you champion through your work and dedication. Results come from consistent performance, and impact is built over time.

2. Career Development as a Pathway, Not a Shortcut

According to a report by Jabra, almost half of all Gen Z workers surveyed expect to change jobs within the next year. Gen Z often sees mobility as essential for career growth, but real development also involves gaining depth and mastering skills in each role. Quick moves can sometimes shortchange the learning curve necessary to reach true expertise.

For Employers:

Offer structured development plans and mentorship, but set clear expectations about the value of experience. By balancing growth opportunities with tangible learning stages, you can support Gen Z’s ambitions while maintaining high standards.

For Gen Z:

Invest in each role you take on. Career development is not a shortcut; it is a journey that requires you to earn each step through proven skills and experience. By taking the time to excel in your current role, you set yourself up for sustainable success.

3. Flexibility is Mutual

Gen Z prioritises work-life balance and flexibility, which can often be accommodated through remote work and adaptable schedules. However, not all roles are equally flexible, and a willingness to adapt where needed is essential.

For Employers:

Consider offering flexible schedules and remote options where feasible. While on-site roles are often essential in aviation, finding areas where flexibility is possible can make your company more attractive.

For Gen Z:

Understand that some positions, especially in industries like aviation, require structure and presence. Flexibility is often earned through demonstrated reliability. Show you can meet high standards in more structured roles, and flexibility will follow.

4. Communication Goes Both Ways

Gen Z appreciates transparency and values open communication, but it is equally important to practice patience and understand that feedback is a tool for growth, not just praise.

For Employers:

Promote open communication and regular feedback. Gen Z employees thrive with mentorship, but it is also helpful to set boundaries and communicate that constructive feedback is meant to guide growth.

For Gen Z:

Welcome feedback as a vital part of your development. Building trust and respect with leadership involves taking feedback constructively, demonstrating growth, and being patient as you progress.

5. Using Technology to Enhance, Not Replace Effort

Digital natives, Gen Z expects tech-driven solutions and efficient tools to streamline workflows. A report by Handshake notes that Raytheon saw a 209% rise in search interest last year, largely attributed to its strong investments in technology—a strategy that appeals to Gen Z’s preference for innovation and cutting-edge solutions in the workplace. But while technology is an enabler, it is not a substitute for effort and hands-on learning.

For Employers:

Invest in modern, effective technology that enhances productivity and efficiency. This is attractive to Gen Z candidates and also shows a commitment to a future-forward workplace.

For Gen Z:

Embrace the benefits of technology, but recognise the value of foundational skills and hands-on experience. Aviation, like many industries, is a blend of traditional and modern practices—knowing when to rely on tech and when to lean into manual effort will distinguish you.

Creating a Balanced Future Together

The shortage of skilled talent in the aviation and aerospace sectors is becoming increasingly critical, and according to a report by Oliver Wyman we can now expect global aviation to be short nearly 80,000 pilots by 2032. Therefore, for companies to stay competitive, it is crucial to understand and adapt to generational shifts. The entry of Gen Z into the workforce brings energy, fresh perspectives, and a strong desire to contribute to progress. At the same time, Gen Z professionals can benefit from recognising that growth, flexibility, and purpose are built through experience, dedication, and adaptability.

By embracing this balanced approach, organisations can attract top Gen Z talent, and Gen Z can unlock long-term success. Building a workplace where both employers and employees grow together is not just the future of aviation—it is the future of every industry.

by William Finden

About the Author: William Finden is the Founder and MD of Oaklands Global. He is a seasoned executive search and recruitment specialist with over 16 years of experience, dedicated to the international aviation & aerospace markets. William leads Oaklands Global’s C-Suite practice and has had a successful career delivering at the executive level for a diverse portfolio of clientele including Business Jet Operators, OEM’s, MRO’s, FBO’s Airlines and Rotary businesses. To learn more about how William can assist with your next career move or to discuss your next director level hire please contact him by email: william.finden@oaklandsglobal.com