For decades, nonprofits have provided goods and services to those in need and has been a hallmark of the community; however, those that have provided the labor, the hours, the dedication, and the sacrifice to make your nonprofit successful are getting along in years and are looking to retire.  Who is going to carry the torch forward?  Who is going to ensure the great work of your organization continues on for the next decade(s)?  The answer is Generation Z - they are the new members of the workforce that will continue to help those in need.  The question now is, how to recruit the members of Gen Z, and once you have them, how do you retain them. 

Gen Z is defined as those individuals born between 1997 - 2012; currently,  the oldest members are 28 years old, with the youngest being 13 years old.  Gen Z values individualism and places salary as only the second largest factor in employment.  Additionally, they prefer a work environment that provides flexibility, the opportunity to collaborate, and a work- life balance.  They are generally less disciplined at work than previous generations, taking frequent short breaks and struggling to manage their time.  Finally, Gen Z prefers managers that conduct discussions face-to-face and provide opportunities for training and development.

Recruitment

Leverage social media & purpose-driven branding: Promote the organization through social media - especially LinkedIn, Instagram, and TikTok - to highlight our mission, impact, and workplace culture. Gen Z responds to authenticity and mission alignment in employer branding. Social media campaigns should showcase employee stories, community impact, and collaborative culture. 

Strengthen college & community partnerships: Expand participation in college and community job fairs, focusing on authentic engagement that emphasizes collaboration and social mission. Gen Z seeks early career experiences that foster mentorship and social contribution. By positioning the organization as a platform for impact and learning, recruiters can attract young professionals motivated by a sense of purpose.

Retention

Adaptive management & coaching for Gen Z: Train managers on adaptive leadership, feedback, and coaching techniques suited to Gen Z employees. Gen Z expects consistent feedback, psychological safety, and collaborative decision-making. Flexibility and personal development are central to retention. By training managers to adjust communication and management styles, the organization fosters engagement and loyalty.

Continuous learning & empowerment culture: Create a learning hub by offering internal workshops, peer learning sessions, and cross-department collaborations that emphasize growth, innovation, and teamwork. Career development and leadership opportunities are critical retention drivers for Gen Z in the nonprofit sector. A culture of learning reinforces both organizational mission and Gen Z’s desire for upward mobility and purpose.

While these cannot be considered steadfast rules, they may be applied as techniques and guardrails until the organization determines its best way to attract desired Gen Z talent, and until supervisors and workers develop a personal relationship that allows for better understanding and personalized mentoring.    

Michael Lisowski is a Fall 2025 graduate of the Master of Nonprofit Leadership and Management program at ASU. He is a middle school instructor at Red Bank Middle School in Tennessee. He has served as President of Chattanooga Tennessee’s Mardi Gras Krewe and Coach & Treasurer for the Signal Mountain Lacrosse Club.  Michael has a degree in Political Science from the United States Military Academy at West Point, a MBA from William Carey College, and a M.Ed from University of Tennessee - Chattanooga.

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Find the newest nonprofit leaders with Public Allies Arizona

Public Allies Arizona places emerging leaders in full-time or part-time service to nonprofits in Phoenix and Tucson communities for a 10-month term. These nonprofits, called Partner Organizations, are chosen based on their ability to provide the Ally with significant work experience, as well as their need for an innovative leader who can help them take on a project they otherwise could not afford or infuse energy into an existing project. The Allies bring needed capacity to help achieve the organization's mission. 

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