The Avenir Group, a Swiss SME consultancy, seeks to effectively engage and retain Generation Z employees within its organization. This thesis investigates the impact of Generation Z entering the workforce, focusing on the necessary adaptations in work environments, the leadership qualities that resonate with this demographic, and their perceptions of portfolio careers. This analysis is crucial for Avenir as it endeavors to tailor its HR consultancy services to meet the unique demands and work styles of Generation Z, thereby ensuring the company's relevance and competitiveness in a rapidly evolving labor market.

To achieve these objectives, the study explores how Avenir can modify its work models and environments to align with Generation Z’s preferences for flexibility, digital innovation, and personal autonomy. The research employs a qualitative methodology, including semi-structured interviews to gather comprehensive insights from both Generation Z employees and organizational leaders. These findings are evaluated against contemporary theories and frameworks related to current workforce dynamics and leadership models.

This research contributes to the fields of human resource management and organizational development by offering actionable recommendations for integrating Generation Z into the workplace at Avenir. It emphasizes the importance of fostering flexible work arrangements, incorporating digital tools, and cultivating leadership styles that prioritize autonomy and support. By implementing these strategies, Avenir can create a work environment that not only attracts but also retains Generation Z talent, thereby securing the organization’s future prosperity and adaptability in an increasingly dynamic business landscape.