Gen Z is already entering the workforce. Their ranks will swell in the years ahead. What can employers do to land top talent and keep high performers loyal?

Start by creating a dynamic and engaging company culture. “Gen Z has heard countless stories of entrepreneurs launching companies and creating fun office environments, and no longer believes in the old notion that work is just work,” says Deep Patel, a 19-year-old Gen Z entrepreneur and best-selling author of A Paperboy’s Fable: The 11 Principles of Success. “Find ways to incorporate fun and interesting elements into your work-life culture.”

Companies that score Gen Z talent will also embody social values that members of the generation hold dear. This can take the form of everything from supporting environmental causes to building charitable giving and corporate responsibility into business models. “As an organization, you must not only convey your core values effectively and transparently, but authentically live and breathe them,” says Tiffany Price, VP of marketing at Top 40 distributor Boundless (asi/143717).

While it may seem self-evident, it bears stating: Gen Z is the most tech-intelligent generation ever, so you have to ensure your technology is up to snuff. They’ll quickly realize if it isn’t, and they’ll start applying elsewhere.

Further, once you onboard Gen Zers, “actively incorporate them in discussions about the future of your organization and try to implement their suggestions,” says Patel. “This will get buy-in from them.” Adds Price: “This group grew up with smartphones and tablets. Encourage them to help inform marketing strategies and foster a culture that allows them to drive innovation in these areas.”

As experienced with millennial employees, managers and employers must provide frequent positive reinforcement with Gen Z, notes Tony Poston. “They need to be consistently reminded of how they’re contributing to the overall success of the organization,” says Poston, president of College Hill Custom Threads (asi/164578). “Older generations don’t need to hear it as often.”

Allowing for reasonable fluidity in work schedules is a smart strategy to take with Gen Z, too. “Working from home and a really flexible time off policy is necessary,” Poston says. “Money isn’t as pure a motivator. Gen Z has grown up in the Instagram era of seeing all of their friends travel the world, and they’re starting to do so themselves. Allowing them to do that is important. At College Hill, we’re very flexible. We even offer a free flight anywhere in the world to every employee on their three-year work anniversary.”