A transformative shift is reshaping the workplace, driven by Gen Z’s demand for flexibility, with nearly half seeking adaptable schedules, per EY’s findings.
This push for diverse, flexible arrangements is essential to empower a multi-generational workforce.
Leaders face a complex challenge: meeting Gen Z’s needs while ensuring fairness across generations and achieving business goals.
This HR Spotlight article gathers insights from business executives and HR experts, exploring innovative policies and digital tools they use.
Their experiences offer a strategic roadmap for building an agile, inclusive, high-performing culture that benefits all.
Read on!
Anatolii Ulitovskyi
Founder, UNnmiss
Narrate the Why, Not the What
Narrate the ‘Why’, Not Just the ‘What’
In my view, companies best achieve Gen Z’s expectation of transparency by explaining decisions rather than just announcing them.
Whether detailing pay bands, promotion paths, or changes to strategy, if you communicate the reasons behind your decisions, you build trust with your employees, even if the news is bad.
We have helped clients with short internal videos or Q&A sessions led by real execs to explain decisions in unglossed English.
This type of disclosure isn’t about sharing absolutely everything about the decision; rather, it’s about making a statement that management truly respects the workers and is willing to tell them the truth and involve them early on.
CLARITY BEATS PERFECTION, a process-visibility approach is preferred by Gen Z over polished spin.
Transparency and Boundaries Build Respect
My best practice is to train everyone in the workplace, including GenZ, to know the boundaries of appropriate and inappropriate work behavior. They know they can ask people and culture (HR) or the CEO (me) any questions they have and we will do our best to share. But they also know to respect a statement that “this is what we can share right now.”
We both foster a lot of opportunity to disagree and give feedback and clarity on who is ultimately responsible for the final decision, which should then be respected. I learned this from working at the Department of Defense. We do err on the side of updates and transparency in monthly townhalls, so everyone has the opportunity to get caught up.
Janice Kuz
Owner, Flinders Lane Cafe
Transparency and Feedback Build Gen Z Trust
After 20+ years in hospitality and taking over Flinders Lane Café, I’ve learned Gen Z responds best to transparent feedback loops.
When we expanded from 3 to 7 days of kitchen service, I openly shared our weekly revenue numbers and customer feedback scores with the entire team, including our younger staff.
The game-changer was creating monthly “reality check” sessions where anyone could question decisions or suggest improvements without hierarchy getting in the way.
One Gen Z team member pointed out our social media felt too polished—they helped us start posting behind-the-scenes content that actually showed our daily struggles and wins.
When organizational constraints do exist (like budget limits for wage increases), I’ve found being brutally honest about the numbers works better than vague promises. I show them our actual costs, profit margins, and growth targets. They appreciate seeing the real business challenges rather than getting corporate speak.
Nick Norris
Partner, Watson & Norris
Clear Policies Build Trust With Gen Z
My two decades representing employees reveal a fundamental need for clear, consistent workplace policies. Gen Z’s demand for transparency often stems from a lack of clarity in how decisions, especially about progression and rewards, are truly made. This ambiguity creates distrust and can lead to perceived unfairness.
The best practice is to implement thoroughly documented and universally applied performance-based reward and evaluation systems. My firm frequently sees issues from arbitrary measures; instead, rewards should be tied to easily measured work, with clear examples of expectations and outcomes communicated upfront.
This approach ensures employees understand precisely what is expected for advancement and compensation, fostering trust and showing tangible equity.
Clearly explained policies, with established penalties for violations and explicit non-retaliation clauses for reporting issues, build genuine transparency.
Ty Francis
Chief Advisory Officer, LRN Corporation
Generationally Aware Training Builds Gen Z Trust
I recommend building more generationally aware, context-driven training and communication that bridges the gap between Gen Z’s demand for transparency and the realities of organizational constraints. Gen Z is more values-driven, but also highly skeptical. Our search shows fewer than half believe their managers hold themselves to the same ethical standards they expect from others. That kind of mistrust erodes engagement and makes ethics programs feel performative.
This is why training needs to go deeper. The key is to use real workplace dynamics, perhaps including WhatsApp exchanges, and offhand comments in hybrid meetings to highlight the nuances of digital-first communication.
When people see their own experiences reflected and understand why certain information is shared (or withheld), they’re more likely to trust leadership and middle management. It’s about clarity, consistency, and context. That’s how you build credibility and a sustainable culture.
Strategic Transparency Builds Gen Z Trust
Think of transparency like a GPS for your workplace – except Gen Z wants to see EVERY pothole ahead.
The best practice? Strategic transparency with context. Instead of saying “we can’t share that,” try “here’s the bigger picture and why some details are classified (no, not CIA-level, just Tuesday budget meeting-level).”
Give them the route overview – where you’re headed, what obstacles you’re dodging, and how their role matters. Share the ‘why’ behind decisions. Gen Z doesn’t need to know everything, but they need to know you’re not hiding everything. It’s the difference between “trust us” and “here’s why you should trust us.”
At Optima, we help you design transparency frameworks that turn generational friction into competitive advantage. Because when your people understand the journey, they’re more invested in the destination – and less likely to jump ship at the first stop.
Jared Bauman
Co Founder & CEO, 201 Creative
Structured Transparency Builds Gen Z Trust
One best practice is to embrace “structured transparency.” That means giving Gen Z employees more insight into decision-making processes, even if you can’t share every single detail.
You don’t have to reveal all the numbers or internal politics, but you can walk them through how and why a decision was made, who was involved, and what the intended impact is.
Gen Z doesn’t just want outcomes. They want context.
Framing communication this way builds trust without putting the company at risk. It also shows respect for their desire to understand the bigger picture, which goes a long way in today’s workplace.
Rameez Ghayas Usmani
Director of Link Building, HARO Services
Honesty Builds Respect With Gen Z
One thing that’s helped us bridge that Gen Z transparency gap is just being honest about what we can explain. If something can’t be shared, I don’t dodge it. I say that upfront, but I always explain why.
For example, if a campaign strategy isn’t fully open, I still walk the team through how decisions are made and what goes into it.
Most of the time, they’re not looking for full access. They just want to know they’re not being kept in the dark. That kind of honesty builds a lot more respect than trying to polish over things.
Diana Babaeva
Founder & CEO, Twistly
Transparency that Doesn’t Overwhelm
Structured visibility offers the best compromise for Gen Z expectations and business limits.
This entails recurring, lightweight rituals such as short weekly Loom updates from leaders or open dashboards with project progress, so people feel in the know, yet not having access to everything.
The Gen Z type doesn’t want full exposure; they just want to feel on the inside, not on the outside.
So, rather than just sharing more, make sure what is shared feels real and current, if imperfect.
Format and frequency mean more than volume, authenticity goes a long way with Gen Z.
The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.
Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?
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