Ashleigh Phillis | August 2025

In a recent group chat, one of my friends shared that millennials were being “erased for the next generation.” This slightly dramatic declaration stemmed from her discovery of a work resource where the descriptor was crossed out, and underneath, a new one had appeared for Generation Z. 

Gone are the days of trying to learn how to manage your millennials. Instead, the challenge has shifted to figuring out how to lead Gen Z. This is unsurprising given that Gen Z, the group generally born between 1997 and 2012, is expected to make up approximately 30% of the workplace by 2030. 

At the most recent National Charter Schools Conference in July, I led a session on this topic and saw how much school leaders want to create spaces where this newest generation of educators can grow and thrive. 

During a time when enrollment in teacher preparation programs has declined and Gen Z has shown less interest in teaching as a profession, retention has become an increasingly high-stakes priority. And, one of the most effective levers for retention is onboarding. 

How can school leaders tailor onboarding for Gen Z?

While any statement about a generation is always a broad generalization, Gen Z consistently shows that in the workplace, they value:

• Purpose
• Community
• Wellbeing

The start of the school year offers a unique opportunity for school leaders to highlight how their organizations provide each of these. 

Purpose-Driven and Personal

Gen Z wants meaningful work and a workplace where they matter. According to Great Place to Work’s data, they are three times more likely to stay at an organization if they feel their work has “special meaning.” School leaders can:

• Highlight how individuals impact on students, the school, and community, and where there are opportunities for new teachers to build on this impact.
• Share ways their school is environmentally and socially responsible, issues that Gen Z often care deeply about.
• Build relationships between new staff  and school leaders through one-on-one or small group meetings to understand their personal and professional values and goals.
  

Creating Communities

Communication and connection are important to Gen Z. In a 2024 report from the Southern Regional Education Board, Gen Z identified support as a key reason that they remain in or leave the classroom. School leaders can:

• Create spaces for new teachers to connect beyond the first few weeks of professional development, such as establishing regular meetings for new staff to come together.
• Consider strategic staffing models that utilize team-teaching, something that younger teachers are more open to, or focusing on mentorship as a way to provide new teachers with support from veteran teachers.
• Use professional development at the start of the year to set clear expectations and provide feedback throughout the year.

Wellbeing and Work-life Balance

Gen Z values wellbeing and workplace flexibility. Unlike previous generations, Gen Z has shown themselves to be more vocally resistant to the pressures that often lead to burnout. School leaders can:

• Highlight opportunities for workplace flexibility, even if they are limited for classroom teachers.
• Share mental support options at the start of the year and communicate these resources throughout the year, particularly at those times when teaching is most challenging.
• Ensure new staff know what their benefits are and how to access them (e.g., EAP), so they feel comfortable using them when needed.

Much of this will sound familiar because, at their core, Gen Z’s needs are not drastically different from what other generations of teachers have wanted: to feel valued, supported, and connected. The difference is they expect school leaders to show them, clearly and consistently, how those needs are being met. And if they aren’t, they are more willing to ask for what they need, or leave to find it elsewhere.

As millennials step into leadership roles and schools welcome Gen Z educators, it’s critical to listen to their expectations and ideas. Leaders who use onboarding as a launchpad for establishing a clear purpose, strong community, and place of wellbeing, will not only retain their youngest teachers, but also help shape them into the next generation of educators who will stay, grow, and lead.