Organisations that prioritise overcommunication with their Gen Z workforce foster stronger connections, higher engagement and reduced workplace stress and anxiety, according to key insights from a recent webinar hosted by Development Beyond Learning, a leading international Learning & Development specialist.
The discussion featured Josh Mackenkie, founder of DBL, alongside three Gen Z thought leaders Victor Sonaya, Patrick Quinton Smith and Hanna Maclachlan. Together they explored why Gen Z employees feel disconnected in the workplace.
“The consensus on overcommunication was unanimous. It doesn’t mean bombarding employees with messages though, it means ensuring clarity, openness and communicating with context,” reflected Josh Mackenzie, Founder of Development Beyond Learning.
Mental Health UK (2025) research reveals that 44% of 18- to 24-year-olds report feeling isolated at work. “Proactively sharing expectations, context as well as unwritten workplace norms, we can create a sense of belonging for their youngest employees,” added Mackenzie.
The discussion identified essential strategies to help companies build a more connected and productive Gen Z workforce:
A study from the London School of Economics underscores the impact of age-inclusive workplace practices, revealing that 87% of employees in such environments report high productivity, compared to just 58% in organisations without these practices.
“Gen Z employees expect transparency. They are used to finding answers instantly and if they feel information is being withheld, it creates frustration and disconnect. When organisations overcommunicate, starting with the ‘why’, Gen Z employees are more likely to trust leadership and engage,” said Patrick Quinton Smith during the discussion.
Another challenge organisations face is the “expectation-reality gap experienced by new Gen Z hires”, explained Victor Sonaya. Without clear communication, young employees may build unrealistic perceptions of their roles, leading to disappointment and disengagement upon entering the workforce.
And finally, Hanna Maclachlan, Subsea7 early talent specialist added: “By embedding structured communication strategies into graduate and internship programs, organisations can provide a smoother transition and stronger alignment with workplace culture.”
As businesses continue to adapt to a multigenerational workforce, prioritising clarity, transparency, and contextual communication will be critical to improving engagement, reducing stress, and ultimately boosting performance now that Gen Z are making up a third of the workforce.
For further insights from the webinar or the full recording, please visit Development Beyond Learning.
Lucie Ager | Rose Media Group |Tel: 01444 241341 | 07443 568 466 | lucie@rosemediagroup.co.uk
Australia’s rising stars are being awarded a programme to accelerate their workplace success.
As part of its commitment to empowering the next generation as well as social responsibility and building stronger communities, early talent development leader, Development Beyond Learning (DBL), has given DBL elevate to all winners of the prestigious GradConnection Top100 Future Leaders Awards.
Today’s graduates face significant workplace integration challenges. Employers demand certain human skills, which are in decline amongst the younger generation and addressing this with a targeted programme will be crucial to their career success.
“Young people are the foundation of our company’s mission,” says Pete Humphreys, CEO of DBL. “We wanted to offer these exceptional 100 winners something truly transformative that addresses the real challenges they face when transitioning from education to employment.
By fast-tracking their resilience, communication and leadership development, the winners will enter employment equipped with adaptability capabilities that set them apart in today’s competitive job market.
Employers recognise that there are barriers during the transition between classroom and the workplace which can hinder career progression and overall success, but a few have implemented comprehensive solutions.
“We believe that our targeted initiative will deliver meaningful benefits for both the individual and their future employer,” explains Pete.
More information about the Career Jump-Start programme and other DBL elevate programmes can be found here: https://developmentbeyondlearning.com/dblelevate/
Media contact:
Lucie Ager | Rose Media Group |Tel: 01444 241341 | 07443 568 466 | lucie@rosemediagroup.co.uk
An international learning and development (L&D) leader specialising in early talent development, Development Beyond Learning (DBL), urges businesses to carefully guide young employees through the unfamiliar territory of workplace norms rather than expect them to just figure it out alone.
“Imagine landing on a planet where you don’t speak the language or understand the customs – you’d need a guide, not just a rulebook,” says Pete Humphreys, CEO of DBL.
“Starting a first job can feel just as daunting as they arrive in a new place expected to deal with difficult conversations, team work, office politics and dress standards without the knowledge or experience how to deal with these nuances.”
This lack of support can be costly for organisations – studies show that 6 out of 10 Gen Z employees quit their job due to unmet expectations (DBL, 2023) and according to Gallup, only 12% employees believe their company has a strong onboarding process.
DBL is eager to tackle this pressing issue so that leaders and line managers connect with their younger workforce in order to decode the workplace with its seven unwritten rules.
Organisations that mentor Gen Z through workplace norms will see stronger retention, engagement and productivity and all this takes is a simple intergenerational conversation and mutual understanding.
Mastering the workplace unwritten rules is a game-changer for Gen Z when integrating into the workplace for the first time and by equipping Gen Z with these unwritten rules, businesses can ensure a smoother transition, stronger engagement and better long-term retention of young talent as well as save costs on recruitment.
Lucie Ager | Rose Media Group |Tel: 01444 241341 | 07443 568 466 | lucie@rosemediagroup.co.uk
As the conversation around workplace flexibility heats up following the Employment Rights Bill 2024, fresh research highlights Gen Z’s overwhelming support for the four-day workweek as a game-changer for job attractiveness.
A recent poll conducted by Development Beyond Learning (DBL), an international learning and development leader specialising in early talent, reveals 93% of Gen Z respondents believe a four-day workweek would make jobs more appealing. The survey, in collaboration with Gen Z consultancy Thred Media, gathered insights from 200 participants, showcasing a generation keen on reshaping workplace norms.
“With Gen Z poised to make up 30% of the global workforce by 2025, their perspectives matter,” says Pete Humphreys, CEO of DBL. “Our research is a starting point for employers looking to innovate and attract early talent by reimagining the traditional workweek.”
The poll underscores Gen Z’s prioritisation of work-life balance revealing that 90% of respondents believe a four-day workweek would improve their mental health. When asked how they’d use the extra day, 31% opted for rest and self-care, 27% would pursue hobbies and personal passions, 22% would spend the timewith friends / family and the remainder would either learn a new skill or volunteer.
Jenk Oz, founder and CEO of Thred Media, adds:
“Gen Z isn’t more complex than previous generations, but our priorities are shaped by today’s fast-paced, tech-driven world. Employers must adapt to these shifts if they want to attract and retain the best talent.”
While the findings highlight a strong desire for change, Gen Z respondents also shared their concerns:
Despite these challenges, the overwhelming sentiment is positive where the majority of participants believe a four-day workweek would enhance their work-life balance through reduced burnout, increased motivation, and more personal time.
As talent competition intensifies, especially for Gen Z, organisations must innovate to stay ahead.
Pete Humphreys advises:
“The four-day workweek isn’t just about productivity; it’s about creating workplaces that align with the evolving priorities of a multi-generational workforce. Companies need to balance the needs of all employees regardless of their generation. We are a diverse population and workforce and that needs to be replicated in the way we think about our working week.”
This research underscores the importance of rethinking workplace norms to attract and retain top talent. The question isn’t just if employers will embrace the four-day workweek—but when.
Lucie Ager | Rose Media Group |Tel: 01444 241341 | 07443 568 466 | lucie@rosemediagroup.co.uk