How UK Manufacturers Can Attract Gen Z Engineers
Gen Z – those born between 1997 to 2012 – are entering engineering roles in greater numbers, and their expectations differ dramatically from those of older generations. They want more than just pay and stability.
Employers in manufacturing must rapidly adapt if they wish to attract and retain talent from the Gen Z generation.
Key motivators for Gen Z
If you’re a millennial or older, it can be difficult to fully understand what motivates Gen Z. Synergi works with candidates of all ages, so understanding how they think and what they need to keep them motivated is part of key importance to providing exceptional service as a recruiter. What motivates Gen Z?
Meaningful and purpose-driven work
A 2024 Deloitte survey found that about 86% of Gen Z thinks having a sense of purpose at work is key for job happiness and wellbeing. This generation is turning down jobs that clash with their personal ethics.
To capture their interest, UK manufacturers must clearly communicate how engineering roles contribute to sustainability, innovation, or social impact.
Career progression and development
They want managers to provide guidance, inspiration, and mentorship, not simply oversight of daily tasks. Interestingly, Gen Z places career progression and skill development ahead of hierarchical promotion, only 6% are driven by reaching leadership roles.
In manufacturing, this means offering structured progression from technician roles to leadership, with visible training and mentorship tracks.
Flexibility and respect
Gen Z expects autonomy over their schedules and a culture of respect and psychological safety. Traditional 8-hour or 12-hour shifts and rigid hierarchies can turn them away.
Adaptable rostering, empowering team feedback, and fostering psychologically safe environments are some examples of ways to motivate Gen Z within manufacturing.
Tech-forward environments
As digital natives, Gen Z expects to work with modern tech and be multi-skilled across platforms. If your machines are outdated, they’ll notice, and they’ll want to contribute their ideas for improving systems.
Especially in manufacturing, there’s a constant opportunity for innovating practices. Implementing comprehensive and supportive maintenance training or IoT-enabled diagnostics can make engineering roles more attractive and efficient.
How to make roles Gen Z-friendly
Job specs that reflect meaning & growth
Include details within your job description that outlines both impact and career journey, e.g. “Technician progressing to Team Lead in 3-5 years.” Candidates want to know how their role contributes to broader goals and their personal growth.
Flexible structures within operations
Offering shift-swapping patterns, job-sharing models or enabling digital-first tasks (e.g. remote diagnostics), demonstrates flexibility, whilst prioritising your operational efficiency.
Businesses with these capabilities will be better positioned to attract Gen Z candidates.
Tech-savvy onboarding & training
Use new tools such as e-learning and digital collaboration to engage new engineers. During the interview, use factory tours or show “day in the life” content as an opportunity to stand out against your competitors and to begin nurturing the purpose of your business and their role.
Evolve your Employer Brand
Are you wondering how you can evolve your language to speak to Gen Z and attract younger people to your team?
- Modernise job titles & language: Shift from generic titles to better convey complexity and career value. E.g. replace “packaging line operator” with “Technical Production Engineer” or “Automation Technician”.
- Showcase impact and innovation: Use social media and job descriptions to feature sustainable initiatives, high-tech systems, apprenticeships, and staff-led projects.
- Be where Gen Z is: Prioritise social media platforms such as LinkedIn, Instagram or TikTok stories to feature authentic day-in-the-life content by Gen Z engineers. Topics such as “why I joined” and “come to work with me” videos, and sneak peeks of technology in use can be especially engaging and useful in developing your authentic employer brand.
Building your Gen Z Workforce
By circa 2045, the global workforce will be made up of Millennials, Gen Z and Gen Alpha. If your manufacturing business wants to secure the future of your workforce, you must make certain adaptions to meet Gen Z’s expectations to ensure effective ‘baton-passing’ and knowledge-transfer to the new generations.
That means offering meaningful roles, clear growth paths, operational flexibility, and modern technology.
By aligning job specs, onboarding, and employer branding with these core motivators, your business can become an employer of choice for the next generation of engineers; and strengthen the legacy of your business.
