If you’re building compensation strategies for today’s sales teams using yesterday’s playbook, we’ve got a problem.
Why?
Because the newest generation in your pipeline Gen Z (born ~1997–2012) doesn’t respond to traditional incentive structures the same way older reps do.
They’re mission-driven, feedback-hungry, autonomy-seeking, and allergic to corporate fluff.
And they’re entering the sales world in huge numbers.
If you want to engage, grow, and retain them, you need to rethink how you use incentives.
Let’s unpack what really motivates Gen Z and how platforms like Leaptree Incentivize help RevOps teams meet them where they are.
👀 1. Transparency Isn’t Optional—It’s Expected
Gen Z grew up with real-time data, digital dashboards, and receipts for everything.
Opaque compensation plans? They don’t just confuse, they erode trust.
A study by Gartner (2023) found that 74% of Gen Z employees say lack of compensation clarity impacts their trust in leadership.
🔍 What motivates them:
- Clear earnings breakdowns
- Real-time progress tracking
- No surprises, fine print, or black-box rules
💡 Leaptree Incentivize delivers transparent, real-time comp data so Gen Z reps know exactly where they stand.
🎯 2. They Care More About Purpose Than Payout (at First)
Gen Z doesn’t lack ambition but they want to understand the “why” before they chase the “what.”
According to Deloitte’s Global Gen Z Survey, 64% say they’d rather work at a company with a strong sense of purpose—even if it pays less.
🔥 What motivates them:
- Goals tied to impact, not just revenue
- Compensation connected to customer outcomes
- Team wins and shared recognition
💡 Want them to chase quota? First show them how hitting it matters. Incentives should reinforce mission, not just motion.
🧠 3. They Crave Coaching, Not Just Commission
This is the most feedback-driven generation in workforce history.
They want real-time coaching, not quarterly reviews and comp plans that reflect growth, not just output.
Research from LinkedIn (2023) shows Gen Z values “skill development” more than salary in early career roles.
📈 What motivates them:
- Tiered incentives tied to skill-building
- Micro-goals they can track and improve
- Coaching loops that lead to performance rewards
💡 Leaptree makes it easy to design comp plans that reward progress—not just peak performance.
📱 4. Gamification Isn’t a Gimmick - It’s Familiar
For Gen Z, gamification isn’t cheesy, it’s native.
They grew up tracking scores, unlocking achievements, and leveling up.
Smart incentive systems use this instinct to drive consistency and engagement.
🎮 What motivates them:
- Leaderboards (used wisely)
- Progress bars, badges, point systems
- Peer-to-peer recognition
💡 Gamified incentives aren’t about play—they’re about pacing. Done right, they keep performance steady and motivation high.
🫶 5. Culture Is Currency
Gen Z doesn’t separate incentives from experience.
They want to feel seen, supported, and safe in how they earn.
According to McKinsey (2022), younger workers are more likely to leave roles due to toxic culture than compensation alone.
🌱 What motivates them:
- Equity in how goals are set and achieved
- Personalized incentives—not one-size-fits-all
- Inclusion in how plans are designed and communicated
💡 Use tools that allow for comp plan flexibility across personas and roles. Not every rep is wired the same way and Gen Z knows it.
Final Thought: Don’t Just Comp Gen Z. Connect With Them.
This new generation isn’t less motivated.
They’re just differently motivated.
They want meaning, clarity, growth, fairness, and flexibility.
They want incentives that teach, not just reward.
And they want platforms that reflect how they think, move, and sell.
That’s why RevOps leaders are turning to systems like Leaptree Incentivize to build comp plans that don’t just pay people, but activate them.
Because when you align with how Gen Z works?
They don’t just meet quota.
They redefine what high-performance looks like.
📚 References
- Deloitte (2023). Global Gen Z and Millennial Survey
- Gartner (2023). What Motivates Gen Z in the Workforce
- LinkedIn (2023). Future of Skills Report
- McKinsey & Company (2022). The Great Attrition: Gen Z’s Perspective