A new study just found that Gen Z would rather work for the federal government than Apple, Microsoft, Tesla, Patagonia, or Spotify.

It tracks with other recent findings, like that 85% of recent grads want stability from their future employer above all else — and that the promise of “a fast-growing company” now ranks dead last on the wishlist.

Gen Z has been in their “permacrisis” era since the day they were born. Who can blame them for experiencing a crisis of faith in the big brands and businesses that shape their brave new world?

Some ways employers can make up for that trust deficit when they’re…

👋 Recruiting Gen Z

Understand that the long-term career opportunity rhetoric of yesteryear doesn’t resonate with younger job applicants. Tell them honestly what you can offer them today, tomorrow, next week, next month, as well as next year. (Forbes)

🔛 Onboarding Gen Z

Set them up for success by making the norms and expectations of their new workplace crystal clear: When is it okay to decline a meeting invite? What constitutes a “reasonable amount” of PTO in your unlimited vacation policy? Are they expected to answer emails on weekends? (Business Insider)

🔁 Retaining Gen Z

Don’t keep them in the dark. Gen Z wants to know what’s going on behind the scenes and what may lie ahead — ideally, directly from their employer instead of on the news or social media. (Lattice)

Never thought I’d relate to Gen Z this much. I mean, would you trust an employer that didn’t do these things?

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