As Generation Z (born 1997–2012) becomes a dominant force in Poland’s workforce, HR leaders find they need new strategies and incentives for this new generation. Shaped by a childhood of digital immersion, economic uncertainty, and a pandemic-disrupted entry into the job market, they are quickly redefining workplace norms. That’s why we’re providing some evidence-based advice on what Polish employers can do to attract, retain, and best use their talents without stepping on their tails.
High Educational Attainment & Readiness
Poland’s Gen Z is the most educated generation in the country’s history, commonly coming into the workforce with Master’s degrees. While useful and highly competent at STEM tasks, this academic rigor has often left them exhausted and under-prepared for the realities of corporate work. This has set up different expectations and onboarding for productivity.
For example, a 2023 Humanitas University study revealed that 62% of Polish Gen Z prioritize “happiness” over career advancement, viewing work as a means to fund passions and hobbies. This disconnect between academic achievement and workplace expectations demands HR strategies that focus on mental health support and real-world skill bridging.
“Gen Z’s education was shaped by STEM-focused curricula, often at the expense of soft skills like communication and teamwork.” (Worklife)
Work-Life Balance Isn’t Negotiable
For Polish Gen Z, flexibility has become a non-negotiable. A 2024 survey by Cpl Poland found that 75% prioritize a balance between work and leisure, while 65% demand flexible hours. Remote and hybrid work models are now baseline expectations for the majority of the generation, with 63% also highly valuing stability (e.g., permanent contracts) due to economic uncertainty. To entice Gen Z workers, employers should offer:
- Tailored benefits: More than just standardized packages (e.g., medical care), Gen Z responds well to customizable options like wellness stipends and learning budgets.
- Clear boundaries: Gen Z workers highly desire their employers to respect non-working hours, as they are aware it will cause burnout (Forbes).
Gen Z Demands Tech-Forward Environments
Raised in a hyper-connected world, Gen Z expects seamless digital integration. Polish Zoomers are well-versed in tools like Slack, Teams, and AI and prioritize employers who leverage these technologies effectively and transparently.
Tools like chatbots and automated interviews can streamline hiring but must balance human interaction for the best combination of experiences. Portals for payroll, feedback, and e-signatures are essential, as 78% of Zoomers prefer mobile-first apps for handling these aspects of their lives (Forbes).
Soft Skills Gap Requires Investment
Despite their tech prowess, Polish Gen Z have some problem areas that need to be handled strategically. For example, they tend to struggle with interpersonal skills compared to previous generations. Research by Kahoot! found that 90% experience social discomfort at work, hindering collaboration and feedback culture. To help with this, HR can prioritize:
- Structured training: Programs in conflict resolution, active listening, and networking can help bridge the gap, but need to be done without feeling patronizing.
- Cross-generational collaboration: Leveraging older cohorts’ experience through mentorship and peer review can also be effective.
Redefining Leadership and Career Paths
It’s been found that Gen Z also has a fairly strong aversion to traditional hierarchies, which has already been reshaping Poland’s corporate culture. A 2024 Randstad survey found that 38% reject promotions in favor of roles that fit with their values and passions. To engage these folks, HR leaders can try the following:
- Transparent communication: Share company decisions openly and involve Gen Z employees.
- Non-linear career paths: Offer lateral moves, project-based roles, and skill-based advancement, deemphasizing hierarchy, and seniority ladders.
- Authentic leadership: Encourage vulnerability and work-life integration, as 76% of Gen Z value employers who prioritize their workers’ mental health.
Some Actionable Insights for Polish HR Leaders
- Revamp recruitment: Highlight salary ranges and job flexibility in job advertisements, as 67% of Gen Z see this as green flags (Focus on Business).
- Foster inclusivity: Align with Gen Z’s passion for social causes (e.g., sustainability, LGBTQ+ rights), which will make them feel more connected to the results of the workplace.
You can also explore this X thread on Poland’s Gen Z workplace trends.
Final Thoughts
Gen Z isn’t just the future, they’re already here in the present. Embrace values of transparency, flexibility, and purpose, and Polish employers can leverage these digitally savvy workers into competitive advantages. As Arianny Mercedes, a Gen Z HR leader, notes: “We’re here to transform systems from within.”
At Verita HR we are ready and available to help organizations adapt to these generational shifts. You can talk to the specialists at Verita HR who are all kept up-to-date on the most important topics and trends to affect the Polish and global job markets.
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