What Does Gen Z Look for in a Job? And How Can You Retain Young Temporary Workers?

Young employees have become an essential part of the logistics, production and horticulture sectors. Yet many employers find it challenging to retain Gen Z workers. Young people tend to change jobs more frequently and have different expectations of their employers. But does this mean they are less loyal? Not necessarily. Above all, they want clear expectations, to feel valued and to have opportunities to develop their skills.

 

Job Security, Salary and Personal Attention
A good salary remains important. According to Deloitte's 2026 global survey, the cost of living is a major concern for Gen Z. Young people are therefore looking for more than just an enjoyable job. They also want financial security and stability.
However, it is about more than money. Gen Z values employers who listen to them, make clear agreements and pay attention to their personal circumstances.

 

Personal Support Makes the Difference
At OPUS, we see how important personal contact is. That is why we stay in regular contact with our employees, not only when they start a new job, but also throughout their employment.
How is the job going? Are there any problems? And what can we do to help someone move forward? These conversations help us understand what is happening and allow us to provide support more quickly.
Practical matters also deserve attention. For example, we help employees find suitable transport options and support them with questions about their work and personal circumstances.
Sometimes it is the small things that make a big difference in how someone experiences their job.

 

Opportunities to Grow
Gen Z wants to move forward. Young people value opportunities to learn new skills and build a future.
At OPUS, we therefore also focus on professional development. This could include obtaining a forklift or reach truck certificate or taking a Dutch language course. By doing so, we support employees not only in their current roles but also in their future careers.

 

Engagement Builds Loyalty
Retaining an employee does not start with a contract, but with how you treat them. Young employees, in particular, want to know that they are taken seriously and have someone to turn to when something comes up.
That is why, at OPUS, we consciously focus on personal guidance, regular communication and practical support. We want to get to know our employees and understand what they need to feel comfortable and supported at work.

 

What Does This Mean for Employers?
Employers who want to retain Gen Z need to look beyond salary and employment benefits. Clear communication, good guidance and opportunities for development are just as important.

 

Sources
•    UWV (2023) – 9 Tips for Finding and Retaining Young Employees. About job security, development and retaining young workers.
•    Deloitte (2026) – Global Gen Z and Millennial Survey. Research into financial security, job satisfaction and career expectations.
•    Randstad (2025) – The Gen Z Workplace Blueprint: Future Focused, Fast Moving. Research into flexibility, career development opportunities and employee turnover.
•    AWVN (2025) – Significant Increase in the Minimum Youth Wage from 1 January 2027. About changes to the statutory minimum youth wage.