The population of the world is divided into generations by age, global events experienced during their life, tendencies in the epoch, and scientific achievements. Influenced by these factors, individuals representing a certain generation develop common understanding of the world, traditions, experiences and culture, which facilitates development of similar values and skills. Upon hiring a new employee, the aim of every company is to have as short an on-boarding period as possible and to start using their knowledge and skills within the shortest times possible. To make this essential part of the working process bilaterally valuable, adaptation of the employee needs to take place within the company, and it should also include finding out the values of the new employee. The young people of today represent the future workforce. The research topic is of significance because a new and scantily researched generation, called the Z generation, is currently entering the Latvian labour market. The purpose of the research study is to find out the work values and aspects of adaptation of the Z generation as well as identify the differences between the work values and aspects of adaptation of the Y generation and those of the Z generation. The key research question are the following: Are there differences in the evaluation of the factors of adaptation between the Y and Z generations, are there differences in the work value indicators between the Y and Z generations, are there statistically significant differences within the demographic data groups in the work value and adaptation in a new workplace indicators? The methods used in the research study: A survey regarding work values, a value orientation test, and a survey developed by the authors regarding factors of adaptation. The results of the study revealed that the employees of the Z generation find it important to be proud of their place of work and be able to recommend it as a good place of employment to their friends. Furthermore, the respondents representing the Y generation find the relationships with the colleagues and the direct supervisor important. The most substantial difference between the Y and Z generations can be seen on the Adaptation scale, and this suggests that the factors of adaptation have more influence on the Y generation than on employees representing the Z generation. Each generation has their own attitude towards certain work values. For individuals representing the Y generation, the relationships with the superiors are of a higher value than for the employees representing the Z generation. Regardless of the fact that individuals representing generations Y and Z are young people, there are difference in the orientation of the work values between the generations. Regarding the factors of adaptation in a new workplace, the authors found out that adaptation in a new place of work was important for a new employee regardless of their age.