What Gen Z Employees Want From a Company Retreat

Gen Z employees are often the most excited about a company retreat. Many started their careers remotely or in hybrid teams, and an offsite may be the first time they meet colleagues in person. They're among the people a company offsite is meant to help most.

They're also the most likely to feel it in their wallets. This guide covers what research says about Gen Z and offsites, what younger employees tend to value at a retreat, and the planning changes that make a retreat work for them.

Key Takeaways

• In Emburse's survey, 77% of Gen Z employees said offsites had a major or some impact on their personal finances, more than any other generation.
• Paying costs up front, using corporate cards or per diems and reimbursing quickly removes much of that burden.
• Younger employees tend to value real connection, growth and time with leaders, a clear purpose, wellbeing and choice.
• Build mentorship and leader access into the agenda, and mix structured sessions with optional activities.
• Gen Z isn't one group. Ask your own team what they want rather than relying on assumptions.

A quick note: Gen Z isn't one group

Research on generations describes broad trends, not individuals. A 24-year-old analyst and a 27-year-old manager may want very different things from a retreat. Use the patterns below as a starting point, then ask your own team, and plan for everyone with staff retreat activities for multigenerational teams.

The hidden cost: why offsites can hit younger employees harder

Emburse's State of Corporate Offsites survey of 2,000 US employees found a striking gap between generations:

• 77% of Gen Z and 70% of Millennial employees said offsites had a "major" or "some" impact on their personal finances.
• By contrast, the majority (62%) of Baby Boomers reported no financial impact.
• Across all employees, 65% faced some level of personal financial impact, even though 85% said offsites strengthened their connection to the organization.

What drives the strain? Employees pointed to costs like travel incidentals, childcare and new clothes, made worse by slow reimbursements. Only 25% of employees used a corporate card for offsite expenses, while 29% paid out of pocket and waited to be reimbursed.

For younger employees with less savings, fronting a few hundred dollars for flights, meals or rideshares can be a real burden, even when the company pays them back later.

What Gen Z employees tend to value at a retreat

Real connection

For employees who've mostly worked remotely, the retreat may be their best chance to build relationships across the company. Unstructured time, small-group activities and shared meals matter as much as the formal agenda.

Growth and time with leaders

Many younger employees want to learn, build skills and understand how the company really works. Sessions with leaders, mentoring conversations and chances to contribute to real discussions are often among the most valued parts of a retreat, much like onboarding events at your retreat help new hires connect quickly.

A clear purpose

Younger employees often want to know why the company is investing in the trip and how it connects to the work. A clear "why" makes the retreat feel meaningful rather than like a perk.

Wellbeing and downtime

Packed schedules from breakfast to late-night socials can be exhausting. Real breaks, quiet options and time to recharge help everyone, especially people who are newer to work travel.

Flexibility and choice

Not everyone wants the same evening. Offering a few options, like a hike, a cooking class or simply free time, lets people choose what suits them.

Authenticity

Younger employees tend to notice when messaging feels polished but empty. Honest leaders who share real challenges, take hard questions and listen build more trust than a perfect presentation.

How to plan a retreat that works for Gen Z

Remove the financial burden

This is the biggest and easiest win. Book flights and hotels centrally where you can, give people a corporate card or per diem for meals and incidentals, and reimburse anything else quickly. Spell out how expenses work in your corporate travel policy and in your pre-trip messages, so nobody is surprised by what they're expected to pay. Work out the details with your finance team before the trip.

Build in growth and leader access

Pair newer employees with leaders or experienced colleagues for at least one conversation during the retreat. Small-group conversations with executives are often remembered long after the keynote.

Mix structured and optional activities

Balance group sessions with choice, so people with different preferences and energy levels can all take part.

Ask before you plan

Send a short survey before the retreat. Ask what people want to get out of it, which activities appeal to them and what would make it easier to attend. Then show them their input made a difference.

Common mistakes to avoid

• Expecting people to pay first and wait weeks to be reimbursed.
• Mandatory fun, especially late-night or alcohol-centered events with no alternative.
• Leadership-only conversations, where newer employees are only in the audience.
• No clear purpose, so the trip feels like a perk rather than an investment in people.
• Assuming everyone wants the same thing based on their age.

Conclusion

Gen Z employees often get the most from a company retreat, and they're also the most likely to feel its costs. Remove the financial burden by paying up front and reimbursing quickly, build in real connection and time with leaders, explain the purpose, protect downtime and offer choice. Most of all, ask your own team what they want. These changes make the retreat better for everyone, not just your youngest employees. Offsite can handle the booking and logistics up front, so attendees can focus on the experience.