Tricia Mae Galea, Head of HR at Gaming Corps
- How do Millennials and Gen Z prioritise company culture when choosing an employer?
Millennials and Gen Z are intentional, innovative and curious individuals who continuously seek the balance between ambition and well-being.
For these generations, work is not just about earning a paycheck but also about aligning their career aspirations with their core values. This audience values companies that demonstrate commitment to social responsibility, diversity and sustainability – organisations that contribute to making a positive impact.
They focus on work-life balance and look for employers who respect and set the boundaries between work and personal life by offering flexibility in various options.
For Millennials and Gen Z it’s about opportunities for growth. They want clear progression and continuous learning, innovation and adaptability, to be part of a forward-thinking company with open communication and trustworthy leadership.
As employers, we need to champion these values to attract and retain.
- How can businesses adapt their company culture to appeal to Millennials and Gen Z?
You don’t create a culture, it happens. Culture is a by-product of consistent behaviour, an action – not words.
When I arrived at Gaming Corps I found that a strong culture already existed. We didn’t need fluffy HR words that are obvious and sometimes ugly and plastic. Within the first few months, our thriving culture became obvious to me.
All I had to do was go out and tell the rest of the world, by posting on LinkedIn for example, that this is our culture.
The Millennials, the Gen Zs, aren’t swayed by empty hype. They seek genuine tangible results and businesses can adapt their culture by shifting their focus from over-ambitious promises to actionable authenticity.
Employers need to demonstrate real commitment, foster transparency and accountability, promote progress, knowledge and wellbeing and embrace purpose, impact and diversity.
These are all fundamental values that those generations will nurture.
- How does flexibility in work arrangements impact the attraction of younger talent to a company?
Offering flexible options like remote work, hybrid setups, or customisable hours shows you’re not stuck in the old 9-to-5 grind mentality. Workplace flexibility has become a crucial element for attracting younger generations, including millennials and Gen Zs.
These are generations that grew up in a world where adaptability and individuality are celebrated, so they expect their workplaces to align with those values. As the head of HR, I see it as a game-changer. It signals to younger talent that you trust them to get their work done in ways that work for them.
It’s about creating a culture of empowerment and balance – helping them integrate their professional and personal lives seamlessly. When people feel their company respects their individuality, they’re more likely to stick around, contribute authentically, and rave about it to others.
This kind of freedom can make your company stand out, not just as an employer, but as a lifestyle choice.
- What role does technology play in shaping the workplace culture that resonates with Millennials and Gen Z?
Technology and how a company embraces it say a lot about its mindset.
If you’re embracing technology, you’re probably open to growth and staying ahead of the curve, which is a big deal for younger talent. It’s not just about having the latest gadgets or software – it’s about how tech empowers collaboration, flexibility, and innovation.
These generations grew up with tech being second nature, so they expect their work environment to reflect that. Tech also plays a role in creating community.
Think virtual team-building tools, inclusive communication spaces, and platforms that promote transparency and recognition.
It’s how you build a culture where people feel connected and valued, even when they’re working from different places.
In short, for Millennials and Gen Z, a workplace that gets tech, gets them.
This isn’t fluff – it’s foundational.
