Marvin OnumonuLucy Kemp (pictured), employee experience expert and brand director at La Fosse, has urged employers to adapt quickly to keep Gen Z talent, with many young workers now favouring the “lily pad” approach to careers, moving between roles that offer development, purpose and flexibility rather than climbing a traditional ladder.
Kemp said: “This is about ambition being redefined. Gen Z employees want growth, but on their own terms, with control over how, when, and where they develop.”
La Fosse’s report surveyed over 2,000 Gen Z employees and found 58% of the global workforce will be Gen Z by 2030.
72% of Gen Z have either left or would consider leaving a role due to inflexible work policies, 54% want to start their own company, and 82% said personalisation in their work environment was important.
Kemp said: “Gen Z’s entry into the workforce isn’t just another generational shift. With unique communication styles, progressive values, and enormous creative potential, they require managers who actively recognise their talents, nurture skills, and help lay strong foundations for their future influence on businesses.
“Traditional promotion structures and rigid career paths no longer meet Gen Z’s expectations, leading to disengagement and higher staff turnover.
“Women, in particular, view the concept lily padding as a strategic necessity – they are planning for a career-life balance in ways previous generations didn’t need to consider.
“Employers who don’t accommodate that may miss out on ambitious, high-potential talent.”
Kemp shared five steps employers can take to retain Gen Z talent.
Firstly, she advised employers to offer flexible career pathways that allow employees to grow in different directions, take side moves, support other teams or develop leadership skills through mentoring.
She said: “Flexible career pathways recognise that people grow in different directions at different times.
“Some will want to take side moves to build new skills, others might support different teams on short-term projects, and some will want to develop leadership capability through mentoring rather than formal management roles.
“There are also moments in life, like returning from parental leave, where a different role or team might better support someone without derailing their progression.
“When employers make that possible, they show that ambition and flexibility don’t have to be conflicting.”
Kemp advised that leadership roles should be more flexible, with options for rotational, part-time or portfolio positions, as many younger workers want freedom, independence and financial reward that matches their responsibilities.
She said traditional leadership structures often clash with personal priorities, so flexible leadership allows employees to lead while maintaining work-life balance.
Kemp also recommended supporting purpose-driven work, giving employees the chance to build skills and confidence through meaningful projects, mentoring or volunteering.
She said creating time for staff to try new ideas can encourage innovation and engagement.
On rewards and recognition, Kemp advised that these should be tailored to individual interests, not just focused on pay or promotions.
She said employees value training in areas they care about, support for side-projects, and mentoring.
According to Kemp, Gen Z want authenticity in how they are recognised, and support for both their personal and professional goals.
Additionally, Kemp said a culture of continuous learning and regular feedback is essential.
She advised that Gen Z expect to move between roles and projects, and need support to do this successfully.
Kemp said lily padding is the future of work and warned that employers who do not adapt risk losing talent.
She advised organisations to offer flexibility, personalisation and development opportunities so employees can move between roles and grow their skills without needing to leave.
