The short answer: well-timed, goal-driven team building that complements your wellbeing initiatives and supports organisational development.

The longer answer: consider the context. Since entering “real life,” Gen Z has faced one destabilising event after another — starting work during COVID, navigating a war situation, and now dealing with ongoing economic uncertainty. Stability is rare for them, so building commitment matters.

Team building isn’t a quick fix. It’s an investment in creating a team through programs that fit your company culture.

The foundation is speaking the same language — being true partners not just in communication, but in the work. Their motivation appears when they identify it themselves and choose to act on it.

Here’s what works:

Short but impactful – Keep communication brief and clear.

• Experience above all – Choose challenge-based, fun activities. Games feel natural to them; fictional narratives often work better than traditional corporate formats.

• Trust – Let them know no one will be forced out of their comfort zone unless they choose it.

• Options – Frame participation as an opportunity, not a requirement — especially not one that eats into free time.

• Flexibility – Make space for introverts, new hires, and those feeling cautious.

• Speed and creativity – Give them problems to solve and opportunities to switch tasks often; aim for multiple small wins with recognition at the end.