Future-Proofing the Furniture Workforce: Insights into Next Gen Engagement

The furniture industry, also known as a cottage industry and very relationship-based, is now at a pivotal crossroads. As the workforce evolves, so must the way we attract, retain, and develop talent. No longer is it just about millennials—Next Gen Talent (think Gen Z and younger millennials) are stepping into the job market with new expectations, priorities, and values.

To stay competitive, brands in furniture retail, design, manufacturing, and logistics must rethink how they engage this dynamic and digital-first generation. Here are six easy-to-implement ideas on how to future-proof your workforce.

1. Purpose Over Paycheck

Next Gen workers want more than a job—they want to make a difference. They gravitate toward companies with clear missions, community involvement, and a commitment to sustainability.

• Furniture Action Step: Highlight your environmental practices (like sustainable sourcing or recycling programs) and social impact initiatives in your recruiting materials.

2. Meet Them Where They Are—Digitally

This generation is tech-native. If your hiring process still runs on outdated systems or your website isn’t mobile-friendly, you’ve already lost them. They expect modern, efficient, and mobile-accessible workflows.

• Furniture Action Step: Leverage digital tools for applications, onboarding, and internal communication. Consider integrating virtual showroom tours or AR tools into your design process—they love innovation.

3. Create Growth Pathways Early and Often

Next Gen talent is ambitious and hungry to learn. They won’t stick around if they don’t see clear development opportunities.

• Furniture Action Step: Offer microlearning, mentorships, cross-training, and transparent career maps. Even roles on the sales floor or in warehousing can feed into a longer-term leadership path.

Note: this furniture executive started in the warehouse and as a driver’s helper too. I benefited from some outstanding mentoring from two leaders who spotted some potential and cared enough to show me the way forward.  

4. Foster a Culture of Inclusion and Belonging

This generation values diversity, equity, and authenticity. They’re more likely to choose a company where they can bring their full selves to work—and where leadership reflects diverse perspectives.

• Furniture Action Step: Showcase your DEI commitments and ensure your team photos, leadership bios, and job ads reflect a wide range of voices and backgrounds.

Diversity is all about inclusivity and does not mean quotas, but only that everyone gets considered, veterans, disabled, and folks from all racial backgrounds and genders. Many young people want everyone to be considered from the ADA to racial diversity. 

5. Engage Through Feedback and Collaboration

Next Gen workers want their voices heard. They’re used to real-time feedback and expect transparency in communication.

• Furniture Action Step: Move beyond the annual review. Implement quarterly check-ins, real-time recognition tools, and encourage feedback from all levels of the organization.  I have talked about this for years; if you have not spoken to your team members, whether in the top 20% or middle of the pack, they want to have their voices heard and also be in the know a little bit. 

6. Invite Their Creativity

Many Next Gen professionals are creators by nature. They value aesthetic, brand identity, and personal expression—especially in a visually rich industry like furniture.

• Furniture Action Step: Involve them in visual merchandising, social media campaigns, trend forecasting, and product curation. Let them shape the look and feel of your brand.

Final Thought: The Time to Adapt is Now

The future of the furniture industry doesn’t just lie in the next best product—it lies in the next best people. Companies that embrace the values and potential of Next Gen Talent will not only attract stronger candidates but also drive fresh ideas, deeper engagement, and long-term sustainability.

“We can tell you from first-hand experience that if a candidate is working for a great boss, a servant leader, and someone who cares about them, they are literally unrecruitable”.

Let’s stop thinking about hiring as “filling a role”—and start building teams and futures.