When it comes to Gen Z—the youngest generation in today’s workforce—we’re no longer just talking about wide-eyed interns getting their first taste of the corporate world. Born between 1997 and 2012, the oldest Gen Zers are turning 28 this year. Many are already climbing the career ladder, building their professional identities, and looking for growth opportunities…like a chance to take on a global assignment.
To engage this next wave of talent, employers need to rethink their mobility programs to meet the evolving needs of a tech-native, socially conscious, and experience-driven generation. Spoiler alert: they’re looking for more than just logistical relocation support.
Gen Z expects purpose, personalization, and a sense of belonging, and they’re not afraid to walk away from opportunities that don’t deliver. So, what truly sets them apart from the millennials who came before them? And how can employers adapt their mobility strategies to appeal to this new era of talent?
Let’s break it down.
They Want Purpose-Driven Assignments: More Than Just a Job
Gen Z values work that aligns with their personal values and desire to make a difference. Leading employers are designing mobility programs that connect assignments to impactful, purpose-driven projects. Emphasizing the benefits of global exposure and the chance to contribute to meaningful work is a powerful way to attract and retain this young talent.
Millennials were the first generation to emphasize the value of meaningful work, but generally are more focused on career advancement, leadership opportunities, and skill development.
They Want Flexibility and Personalization
Rigid, one-size-fits-all mobility policies aren’t going to cut in this talent arena. Gen Z expects flexibility and personalization in everything from travel arrangements to benefits packages. Offering tailored relocation options, remote work flexibility, and choices around housing and lifestyle support can help companies meet these expectations.
Millennial employees appreciate flexibility, but are often motivated by structured career paths and long-term stability.
They Want to Leverage Technology for a Seamless Experience
Remember that this generation has grown up with technology, so naturally, they will be more likely to embrace tools that will enhance and streamline various components of their move. Their expectations will also be higher for the tech that supports their experience – secure, fast, and intuitive or bust!
The best programs offer seamless digital tools for everything from pre-departure planning and onboarding to expense management and virtual support. Mobility platforms that provide real-time updates, self-service options, and easy access to information are critical.
Like their Gen Z counterparts, millennials value technology, but are more accustomed to using a mix of digital and traditional support methods. They will lean on tech support tools where necessary, but expect to have a strong human component guiding them through their move.
They Want Community and Connection
Building a sense of community is essential for Gen Z, who value social interaction and collaboration. Mobility programs that offer networking opportunities, mentorship, and social events can help young professionals feel connected and supported. Digital platforms for community-building are also increasingly important.
Millennials also value community and will engage in networking platforms, but are typically more focused on work-life balance and establishing roots.
They Want Opportunities for Continuous Learning and Development
Career growth is a top priority for Gen Z. Therefore, mobility needs to be framed as more than an opportunity to move or change roles. This talent demographic will be most drawn to assignments that integrate learning and development opportunities, from language training and cultural coaching to career advancement programs.
Millennials are generally drawn to different avenues when it comes to developing new skills, preferring leadership training, certifications, and long-term career planning.
A New Era in Global Mobility
Employers who understand and address the values and expectations of both demographics can create mobility programs that resonate deeply with today’s emerging Gen Z talent, while still appealing to Millennials, who currently make up the largest share of the US labor force (36%). By prioritizing purpose, flexibility, innovative technology, a sense of community, and clear growth opportunities, companies can not only attract top talent, but also retain and empower the next generation of leaders who will drive business success well into the future.
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