7 Insights Leaders Need to Know About
Working with Gen Z
The work world is abuzz right now about what it’s like to work with Gen Z. Maybe you’ve heard comments that they’re “too sensitive,” “unwilling to work hard,” or “overly idealistic.” Or perhaps you’ve heard that they expect too much too soon or that they challenge authority just for the sake of it.
There are many myths floating around about Gen Z—myths that often paint an incomplete, and sometimes unfair, picture of who they are and what they bring to the table. And while, yes, this generation is different, different doesn’t mean difficult. Different means they’re showing up in ways that reflect the world they’ve grown up in—a world shaped by rapid change, constant digital connection, and ongoing calls for social justice, equity, and mental wellness.
What I’ve come to see—through coaching executives, working with leadership teams, and engaging with young professionals—is that Gen Z is asking us to rethink how we live, work, and lead. They’re not trying to tear down the workplace, they’re trying to build something better.
And, in order to cultivate engagement, belonging, and inclusion, this necessitates that leaders choose to meet them with curiosity, openness, and a willingness to shift.
To help make this happen, here are eight powerful insights every leader needs to know about working with Gen Z.
1. Authenticity Is Non-Negotiable
Here’s an important takeaway: Gen Z doesn’t want to work with performative leaders. If you’re a leader who was conditioned (likely by Boomers or Traditionalists) to wear a “professional mask” at work—i.e. always polished, perfect, guarded—know that Gen Z will likely disengage. They want to see their leaders for who we really are—including hearing about our vulnerabilities, insecurities, and challenges.
This doesn’t mean we need to overshare or have no boundaries. What it does mean is showing up with authenticity, admitting mistakes, and being transparent about what’s truly on our minds. (If you’re wondering how to make this happen, check out my bestselling book The Authenticity Principle.) And here’s the thing, we already know from research that authentic leadership builds trust, engagement, and high performance in the workplace… so Gen Z are right to demand it.
So ask yourself: Am I leading with truth or with a performance? Gen Z will always prefer the real you.
2. Inclusion Is a Core Expectation
This generation is more diverse—across identities, including race/ethnicity, gender, and sexual orientation/sexuality—than what’s come before them. They deeply understand the importance of belonging and, accordingly, they’re not afraid to call out inequities and injustice when they see it. Gen Z isn’t just asking, “Do we have a DEI statement?” They’re asking:
- Who holds power in this organization?
- Who’s getting promoted and who’s getting left behind?
- Are trans and non-binary colleagues safe here?
- Are we talking about anti-racism or actually doing something?
And also imperative to remember: Gen Z wants to work for leaders who walk the talk, who are open to feedback, and who are willing to be held accountable, even when it’s uncomfortable. So, if you’re not naming inequities out loud, you may be signaling to your team that you’re okay with them. (If you want to learn more about how to be an inclusive leader, find out how here.)
3. Mental Health Support Must Be Actionable
Gen Z has grown up with mental health discourse being normalized and they expect us, as leaders, to meet them where they are. This is a leadership imperative, not a bonus skill. (If you’re looking to learn more in this area, check out our mental health inclusion playlist.)
As we’ve shared before, mental health inclusion can’t just be about offering EAPs or saying “take care of yourself” in passing. Gen Z team members expect to see real behavioral change and practices from leaders that foster mental well-being. This means that, as leaders, we must create systemic conditions and one on one interactions to support mental health and wellness, including:
- Encouraging taking personal/mental health days and modeling this yourself
- Offering flexible work hours and reasonable deadlines
- Building cultures of rest and reflection, not just hustle and grind
- Destigmatizing conversations about mental health issues, wellness practices (like therapy), and preventing burnout
4. They Expect Two-Way Feedback
As leaders, this one may be a big shift for many of us. Since the beginning of time, the emphasis on giving out feedback has largely been top down: leaders give it, team members receive it.
But Gen Z is flipping this dynamic. They want to engage in meaningful, two-way feedback conversations, where they’re not only being coached, but they also have the space to coach up. They value leaders who ask, “How am I doing as your manager?” and “What could I do differently to support you?”.
This isn’t rooted in disrespect or wanting to challenge authority—rather, it’s about collaboration. Gen Zers want to feel like they can contribute to shaping culture and processes, for everyone’s betterment. And ultimately, this connects back with the point of authenticity being non-negotiable—when your team sees you open to growth, they’re more likely to be willing and open to grow.
5. Flexibility Is a Requirement, Not a Perk
It’s important to remember that Gen Z has grown up in a world where technology made virtual collaboration normal—including the pandemic, which has solidified that work can happen anywhere. So rigid work models don’t just feel outdated, they feel out of touch. And this is why, for many Gen Zers, flexibility is no longer a “nice-to-have”—it is expected.
As leaders, this means rethinking:
- Where work happens – i.e. virtual, hybrid, co-working
- When work happens – flexible hours vs. clock watching
- How success is measured – output over facetime
Essentially, it means giving Gen Z the autonomy to choose how they do their best work and trusting them to deliver. That trust, in turn, will drive commitment and performance.
6. They’re Digitally Fluent, But Still Crave Human Connection
Gen Z is undoubtedly tech savvy. They move effortlessly between email, Slack, AI, and whatever the next platform will be. But this tech/AI fluency can’t be mistaken for emotional distance, apathy, or detachment. This generation still craves connection. They want to be seen. Heard. Cared for. They want and need meaningful one-on-one time, empathetic check-ins, and leaders who know their names, stories, and aspirations. And while they’ll DM you, they still appreciate an in-person coffee chat or a thoughtful Zoom convo.
This should all resonate given what’s been shared here about the need for authenticity, vulnerability, inclusion, and belonging. As leaders, this means we want to prioritize Shift Leadership, which prioritizes connection, empathy, belonging, and trust. Let’s never forget that human connection is what makes the digital workplace feel alive.
7. They’re Willing to Walk Away
This point might feel uncomfortable to hear (especially for us Xers and Boomers!), which is exactly why it must be mentioned.
Gen Z is not loyal to companies. They’re loyal to values, purpose, and wellbeing. If the workplace is toxic or performative, if leadership is silent on key issues, if growth is stunted, if they don’t feel like they belong—they’ll leave. Even without a backup plan. And this isn’t just a threat. It’s a form of boundary and self-protection they know they must commit to, given their front row seat to watching their parents struggle in the workplace.
And dare I say, thank goodness for them! Gen Z is showing us what it means to prioritize wellness over status, alignment over tradition, and walking over just talking. As leaders, it would serve us to stop viewing this as “entitlement” and start seeing it as a mirror. We can learn much from Gen Z!
On that note…
Here’s a final thought we’d like to leave you with: as leaders, it’s our responsibility to evolve with intention, especially when the needs of our team members are changing so rapidly. We must embrace the reality that our workplaces are changing and start to see it for the better. Gen Z is inviting us into a new paradigm of leadership, one grounded in empathy, inclusion, flexibility, and purpose (yes, Shift Leadership!). And frankly, this is happening at a time when our workplaces need these experiences more than ever.
So bring on more of the Gen Z spirit! What do you think?!
Do our words resonate with you? We would love to hear from you! Please send us a message through our Contact Us page, LinkedIn, or Instagram.
Reach out to the bci team here to learn more about our range of programming on creating belonging in the workplace.
- Blogs:
- Why We Must Focus on the Unique Needs of Gen Z in the Workplace
- The Seven Trust Languages for a Better Workplace
- Why Culture and Flexibility Must Go Hand in Hand
- Fundamentals of Cultivating Empathy in the Workplace
- Why the Push for In-Person Work Misses the Mark
- Shift Leadership – A New Paradigm for Unlocking Engagement, Belonging, Empathy, and Psychological Safety in Workplaces
- 4 Leadership Must Dos for Cultivating Mental Health & Wellness
- 5 Steps for Creating Belonging in the Workplace
- Tip Sheets:
- Playlists: