The 4 Top Motivators for Millennial and Gen Z Works (and Why they Matter)

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Understand how organizations can attract and retain top talent by aligning workplace practices with motivating factors like comfort, personal connection, challenge, and excellence and how these drivers enhance engagement and performance in today’s competitive job market, especially with Millennial and Gen Z employees.

In a competitive job market defined by flexible work arrangements, unlimited vacation policies, and attractive perks, understanding what truly resonates with today’s workforce is more crucial than ever. With Gen Z and Millennials now making up a majority of the global workforce, their unique priorities and motivations demand the attention of HR professionals looking to engage and retain top talent.

To better understand what drives these generations, recent research from Cangrade surveyed 10,000 members of Gen Z and Millennial cohorts. The findings reveal clear trends in workplace motivators, offering actionable insights for organizations striving to create an environment that supports and inspires this demographic. While individual preferences vary, four primary motivators emerged as dominant among this group.

Let’s dive into these motivators, ranked from most to least common, and explore their implications for employers.

1.) Comfort

Comfort tops the list, reflecting a strong desire among Gen Z and Millennials for stability, ease, and stress-free environments. These individuals prioritize security, routine, and predictability, often steering clear of conflict and uncertainty. For a generation that grew up amid rapid technological advancements and global disruptions, comfort represents a crucial anchor in an ever-changing world.

Key personality traits associated with comfort motivation include tidiness, self-awareness, and a preference for structured planning. Despite the tech industry’s “move fast and break things” ethos, this cohort values workplaces that foster a sense of peace and well-being once the novelty of new challenges fades. Organizations can tap into this motivator by cultivating stability through clear processes, consistent communication, and robust support systems.

2.) Personal Connection

Second on the list is personal connection—the drive to build relationships, collaborate, and foster a sense of community. For these individuals, thriving means working in environments where they feel part of a cohesive team, energized by shared goals and mutual support.

Traits tied to this motivator include relationship orientation, extraversion, and empathy. Interestingly, this preference persists even as remote and hybrid work becomes more common. The key takeaway? Physical distance doesn’t negate the need for meaningful interpersonal connections. Employers can address this by leveraging tools and policies that promote virtual collaboration and strengthen team bonds, ensuring employees feel connected regardless of location.

3.) Challenge

The third motivator, challenge, reflects a hunger for growth through problem-solving, resilience, and skill mastery. These individuals seek opportunities that push their boundaries, engaging in tasks that demand creativity, effort, and perseverance. For them, success is measured by the ability to overcome obstacles and achieve personal milestones.

Personality traits linked to this motivator include grit, entrepreneurial spirit, and a high tolerance for pressure. While seemingly at odds with comfort, challenge-driven individuals often thrive in high-stakes roles like sales, engineering, and crisis management. To support this group, organizations should provide stretch assignments, encourage cross-functional collaboration, and create platforms for sharing innovative ideas.

4.) Excellence

Finally, excellence is a key motivator, emphasizing a commitment to quality, precision, and continuous improvement. These individuals take pride in their work, holding themselves to high standards and striving for mastery in their craft.

Traits commonly associated with this motivation include attention to detail, a desire for recognition, and persistence. To engage employees motivated by excellence, employers should prioritize frequent feedback, celebrating accomplishments while offering constructive input. Regular check-ins can ensure these individuals feel valued and stay on track to meet their goals.
Unexpectedly Less Common Motivators

We can’t talk about the top motivators without acknowledging the bottom ones. In fact, some of the motivations that many of us would expect to be common are rather less important among Gen Z and Millennials. These include compensation, appreciation, purpose, and novelty. Not to say these things don’t matter—they do. It simply means more of it won’t excite workers or result in better performance.

Compensation is a great example. While most individuals are demotivated by a lack of compensation, only some individuals are indeed motivated by more pay. Recent research from Harvard Business Review found that although pay-for-performance is considered one of the strongest tools to motivate employees, yet despite its popularity, it can sometimes create stress for workers that results in decreased performance, creativity, and engagement. It’s also well-documented that more pay will not make someone work harder.

Similar points can be made for appreciation, purpose, and novelty. Again, while these factors are still important to job satisfaction, it may just be that focusing on other areas may prove more valuable when recruiting and nurturing talent. Knowing your audience is important, and Gen Z and Millennials have spoken—now HR and management just need to listen and implement these values.

Why it Matters

Whether you’re interviewing, managing, or collaborating with Gen Z and Millennials, understanding their core motivators allows you to forge stronger connections and foster a more engaged workforce. By aligning workplace policies and practices with these preferences, HR professionals can create environments where employees thrive and contribute their best.

Ultimately, recognizing and leveraging these motivators isn’t just about individual satisfaction—it’s about enhancing organizational performance. When people feel understood and supported, they’re more likely to collaborate effectively, innovate, and drive results. This deeper understanding of workforce dynamics gives employers a strategic edge in today’s rapidly evolving job market.