Organisations that communicate clearly, openly and with context are more likely to build strong engagement with their Gen Z workforce, according to L&D specialist Josh Mackenzie.
Mackenzie, founder of learning and development firm Development Beyond Learning (DBL), recently led a webinar to explain why younger employees often feel disconnected in the workplace – and what employers can do to address the issue – alongside Gen Z professionals Victor Sonaya, Patrick Quinton Smith and Hanna Maclachlan.
The panel agreed that “overcommunication” is essential to improve workplace engagement, though the term refers not to excessive messaging but to clarity and transparency in communication.
Mental Health UK research published in 2025 found that 44 percent of 18- to 24-year-olds report feeling isolated at work. Mackenzie said that “proactively sharing expectations, context as well as unwritten workplace norms” can help younger employees feel a stronger sense of belonging and reduce workplace anxiety.
Several methods to improve communication with Gen Z employees include clearly defining job expectations, offering regular check-ins, adopting digital-first communication practices and encouraging open dialogue. These strategies should be integrated into everyday working practices, not treated as standalone initiatives.
Gen Z demand transparency and feedback
Patrick Quinton Smith noted that younger employees expect immediate access to information and interpret the absence of communication as a lack of transparency.
“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,” he said. “When organisations overcommunicate, starting with the ‘why’, Gen Z employees are more likely to trust leadership and engage.”
A study from the London School of Economics highlighted the benefits of age-inclusive practices, showing that 87 percent of employees in organisations that adopt such approaches report high productivity. This compares to just 58 percent in workplaces that do not promote inclusion across age groups.
Addressing the gap between expectations and reality
Victor Sonaya spoke of the “expectation-reality gap” that many Gen Z employees face when entering the workforce. He explained that without structured and transparent communication, younger employees may develop inaccurate ideas about what their roles entail, leading to frustration and disengagement.
Hanna Maclachlan, early talent specialist at multinational services company Subsea7, added that structured communication should begin during graduate and internship programmes.
“By embedding structured communication strategies into graduate and internship programs, organisations can provide a smoother transition and stronger alignment with workplace culture,” she said.
As Gen Z now represents around one third of the global workforce, organisations are under increasing pressure to adjust their management practices. The DBL panel suggested that investing in communication strategies that prioritise clarity, context and transparency will help reduce stress, build trust and improve performance.
