Gen Z Needs More Than a Paycheck

In today’s rapidly changing workplace, one trend is impossible to ignore: Gen Z professionals are increasingly burned out and more likely to job-hop than their older peers. As managers, particularly those striving to lead with faith and integrity, this shift is both a challenge and an opportunity. It’s a call to reexamine how we support younger employees—not just as workers, but as whole persons created in the image of God.

Recent surveys show that over 60% of Gen Z workers report frequent stress and emotional exhaustion. Many cite unmanageable workloads, unclear expectations, and a lack of authentic connection in the workplace. Unlike older generations, who may have been more inclined to stay in difficult jobs out of loyalty or necessity, Gen Z is quicker to leave roles that compromise their well-being.

But rather than view this as entitlement or a lack of grit, Catholic professionals might consider another lens: vocation. If we believe each person has a God-given purpose, then burnout is not just a productivity issue—it’s a human and spiritual crisis. As stewards of the workplace, we are called to foster environments that nurture, not drain, the people God entrusts to our leadership.

A New Model of Management

In response, many managers are shifting from traditional command-and-control models toward servant leadership—an approach deeply rooted in Catholic social teaching. This means putting the dignity and development of each employee at the center of business strategy. Here are a few key strategies Catholic managers can adopt:

1. Foster Purposeful Work
   Help Gen Z employees see how their daily tasks connect to a greater mission. Share how your organization’s work contributes to the common good. When young professionals feel they’re making a difference, they’re more likely to stay engaged.
2. Encourage Sabbath Rhythms
   The principle of rest is not outdated. Encouraging work-life balance—whether through flexible schedules, mental health days, or simple respect for boundaries—reminds employees that their worth is not defined by output.
3. Build Authentic Relationships
   Create a culture of mentorship and genuine interest in your team’s lives. Gen Z values transparency, feedback, and connection. A trusted manager can often be the difference between someone staying and someone quitting.
4. Support Moral and Spiritual Growth
   Where appropriate, make space for conversations about faith, purpose, and values. This doesn’t mean proselytizing, but it does mean recognizing that for many young professionals, faith is part of their identity and decision-making.

The Opportunity Ahead

As Catholic professionals, we are uniquely positioned to model a different kind of leadership—one that sees the workplace not just as a site of profit, but as a place where human flourishing is possible. The Gen Z exodus is not a problem to fix; it is an invitation to lead with greater compassion, wisdom, and intentionality.

In doing so, we not only retain talent—we bear witness to the Gospel in one of the most powerful mission fields of our time: the modern workplace.

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