Let’s take a quick walk down memory lane. Remember when Pete Townshend of The Who belted out, “People try to put us down…” in My Generation? That wasn’t just rock ‘n’ roll angst—it was a full-on generational mic drop. Young people back then felt ignored, underestimated, and misunderstood by the older crowd who’d just lived through World War II.
Now, nearly 60 years later, the steel-toed boot is on the other foot. A new generation is stepping up to the plate—and if you run a shop floor, a crew, or a skilled trades company of any kind, you’ve probably noticed something: Gen Z is here, and they’re a different breed.
But before you mutter “kids these days” and get back to wiring panels or pulling engines, let’s talk about why this matters.
The Gen Z Wave Is Coming—Ready or Not
Born between the late ’90s and early 2010s, Gen Z is the youngest group entering the workforce, and they’re already the third largest demographic behind millennials and boomers. They’ve got sharp minds, fresh ideas, and enough social media savvy to launch a brand from a basement.
But here’s the kicker—they don’t want the same things you wanted when you started out.
So, if your recruitment strategy boils down to “the pay’s good, don’t complain,” you might be in for a staffing headache the size of a broken compressor.
Luckily, recent research (including a deep dive by McKinsey & Co.) is showing us exactly what makes this generation tick—and how employers in the skilled trades can attract, engage, and retain them.
Let’s break it down.
1. Show Me the Money? Meh…
Boomers came up in a time where a steady paycheck and job security were king. Gen Z? Sure, they want to get paid—but oddly enough, it’s not their top priority.
In fact, when it comes to why Gen Z folks take or leave a job in manufacturing or the trades, money is sixth on the list of importance. Sixth! For context, that’s just behind “can I actually see a career here?” and “does this job make me feel like I matter?”
They’ll quit a job faster over a lack of growth or purpose than they will over a few bucks an hour.
Takeaway for the trades: Competitive pay still matters—but if you’re not showing them where they’re headed or how they’re making a difference, they’ll bolt, even if the money’s decent.
2. Respect and Safety Aren’t Optional—They’re Required
Gen Z didn’t grow up getting yelled at by foremen and told to toughen up. That doesn’t mean they’re soft—it means they expect a workplace where respect goes both ways.
For them, safety isn’t just about hard hats and eye protection. It’s also about not getting belittled for asking a question. It’s about being able to admit a mistake without fearing public shaming or termination.
They want to feel psychologically safe. They want supervisors who coach, not bark. They want to know that failing is part of learning—not the fast track to being labeled “not cut out for this.”
Takeaway for the trades: If you want to keep Gen Z around, invest in frontline leadership training. Your site leads, supervisors, and journeymen need to be mentors, not drill sergeants.
3. Give Me Meaning or Give Me…Another Job
This one might sound surprising: Gen Z wants their work to mean something.
We’re not saying they need every task to change the world. But they do want to know that what they’re doing matters—to the company, to the community, maybe even to the planet.
Welding structural supports for a community center? That’s purpose. Installing solar panels? Same. Even fabricating a machine part that keeps food production running—yep, that counts.
Takeaway for the trades: Don’t just tell them what to do—tell them why it matters. Help them connect the dots between their effort and the bigger picture. When they see purpose, they bring passion.
How to Turn “Short-Term Hire” into “Future Foreperson”
Here’s the bottom line: Gen Z is ready to work. They’re smart, tech-savvy, and surprisingly eager to get their hands dirty. But they won’t stick around for a dead-end job, a toxic boss, or a “because I said so” work culture.
The good news? You don’t have to build a nap room or install a ping-pong table to make your company Gen Z-friendly.
You just need to shift a few gears:
- Invest in training and mentorship—especially for your crew leaders.
- Build career paths, even if they’re informal. Apprenticeship today, lead hand tomorrow, service manager next year.
- Celebrate impact. Don’t just talk shop—talk about how your team’s work supports communities, families, and futures.
- Listen. Seriously—just ask your younger workers what matters to them. You might be surprised by the answers.
Final Thought: It’s Not a Crisis. It’s a Chance.
If you’ve been struggling to hire or retain younger workers, you’re not alone. But this isn’t a generational crisis—it’s a leadership opportunity.
Gen Z isn’t lazy, entitled, or impossible. They just want what many of us wanted at their age: a shot at a good life, a little respect, and work that means something.
The trades have so much to offer this generation. Let’s just make sure we’re offering it the right way.
If you’re looking to build your team, contact Rockstar Recruiting or call us at 1-833-937-3546 and we’ll be happy to help!
