I am an elder millennial. Looking back, my career began in a very different workplace than the one that exists today. Back then, culture usually meant pizza parties for a job well done. Monday through Thursday was business dress, then the illustrious business casual Fridays. In some offices I worked in, there were even cornhole boards or a ping pong table. Companies rarely talked about purpose, let alone sustainability.
Much like Gen X and Baby Boomers scratched their heads at the recruitment of my millennial counterparts, Gen Z and soon Gen Alpha are now redefining what work means in ways that feel unfamiliar to many business owners. They view work from a very different perspective. Gen Z is already reshaping expectations, and Gen Alpha is not far behind. For them, work is not just about a paycheck. It is about aligning with employers that reflect their values, and sustainability is at the top of that list.
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New Talent Pool. New Expectations.
Gen Z (roughly people born between 1995 and 2010) is already reshaping what work means. They grew up during financial crises, rising awareness of climate change, and social inequality; they see employment differently. Stability, values, and transparency matter more to them than just pay or perks.
A 2025 survey by Deloitte shows that 70% of Gen Z and Millennials consider a company’s environmental credentials important when evaluating potential employers. More than 20% of respondents actually research environmental policies before accepting a job offer. Some have even left jobs over concerns about sustainability. Deloitte goes on to share that 90% of Gen Z and millennial respondents shared that having purpose in their role, not just title or salary, influences their job satisfaction.
Gen Alpha (2010 onward) is only beginning to step into the workforce pipeline, but their expectations are already clear. While economic security is at the forefront of mind, studies have found that Gen Alpha, when compared to Gen Z, is even more aware of environmental issues and expects businesses to embed sustainability into their operations.
For these new talent pools of Gen Z and Gen Alpha, sustainability will not be a differentiator. It will be a baseline requirement, and solar provides one of the clearest and most visible signals that a business is taking that responsibility seriously.
Solar is a Tangible Statement
Both Gen Z and Gen Alpha are clear about what they expect from employers. They want action, not empty promises. They want proof that a company is willing to invest in sustainability, not just talk about it. This is where solar sets a business apart.
Unlike broad ESG goals that can feel abstract, solar is visible and measurable. Panels on a rooftop are a daily reminder that clean energy is part of the company’s operations. Output can be tracked, carbon reductions can be calculated, and results can be shared with employees, customers, and the wider community. That kind of transparency resonates with younger talent because it demonstrates real accountability.
Research backs this up. A SolarReviews study found that 94.5 percent of people aged 18 to 30 expressed concern about climate change, and more than 75 percent said they would choose solar if financial barriers were lower. For small and mid-sized businesses, this means solar is more than a cost-saving measure. It is a tangible way to show values in action, build credibility, and attract employees who want sustainability integrated into their workplace.
Solar is a Competitive Advantage for Talent Acquisition
For many small and mid-sized businesses, competing with larger employers on salary and perks can feel impossible. Solar offers a different way to stand out. Younger employees are not only looking for compensation, but also for workplaces that reflect their values. To do this effectively, visibility of your sustainability measures is key.
Crayola, for example, proudly promotes that its crayons and markers are made with 100 percent solar energy. That simple message reinforces the brand’s values to customers and employees alike. It demonstrates that sustainability is not merely a policy document but is integrated into the company’s operations. Smaller businesses can take the same approach by featuring solar in job postings, careers pages, and recruitment materials, and by sharing real data on energy production and emissions savings.
This matters because recruitment is only half the battle. Retention is where the real costs add up. High turnover drains resources through constant hiring, onboarding, and lost productivity. Employees are more likely to stay when they are proud of their company’s purpose and confident in its commitment to sustainability. Solar makes that commitment visible every day. It turns values into something concrete that employees can see, talk about, and share with their networks.
The Workplace of Tomorrow
The workplace is evolving, and a new generation is bringing a new set of values with it. Slogans or one-off green gestures do not sway Gen Z and Gen Alpha. They expect proof that employers are truly committed to sustainability. Solar delivers that proof in a way that is impossible to ignore. It is visible, measurable, and lasting.
For small and mid-sized businesses, this is not just about lowering utility bills. It is about strengthening culture, improving recruitment, and keeping great people once you have them. Just as Crayola turned solar into a brand statement that resonates with families, smaller businesses can turn solar into a story that resonates with employees.
Solar is one of the clearest ways to show that commitment. For the generations now shaping the workforce, that signal may be the difference between being just another employer and being the place where they want to build their careers.
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