Gen Z refers to the generation born between 1997 and 2012, while millennials refer to the generation before them. As both generations have been shaped by distinct technologies, mindsets, and work cultures, it is understandable that differences exist between them. In the current workplace environment, it is common to observe them collaborating or experiencing challenges in their interactions.

Gen Z accounts for approximately 27% of worldwide employment, representing a significant portion of the workforce. Most of them are in their twenties and have just begun their careers; therefore, they are searching for strong leadership to guide them. Because of the generational divide, their managers, who are generally millennials, struggle to adapt them to work situations. To improve the quality and quantity of work in businesses, strong leadership from management is required to grasp the mindset of the new generation and implement specific strategies to integrate them into the effective workforce.

Understanding Gen Z work expectations

Gen Z has distinctive characteristics that can influence their workplace expectations. Their views and lifestyles can differ from each other. Various points can be considered regarding them:

1. Tech-Savvy: Gen Z has grown up in a technologically advanced world and has consistently adapted to new advances, exhibiting flexibility in their use of technology. They possess the ability to quickly learn and master new technological skills. They are efficient in integrating technology with the workplace to get quicker and accurate results.
2. Purpose-driven: The new generation prioritises meaningful work over traditional markers like salary and job security. Around 60% of them want their professional work to align with values, social impacts, and environmental sustainability. They are open about their thoughts and needs.
3. Value transparency and authenticity: Gen Z is vocal about the goal and management. They prioritise two-way communication through the hierarchy. Over 70% of them prefer to work under leaders who are open to discussions about challenges and business ideas. Instead of translucent structures, the generation tries to understand the core functionality and values of the organisation.
4. Diversity: Over 75% of the working Gen Z are open to diversity; they actively promote inclusion and equality. (Gallup, 2023)
5. Mental health awareness: Above all, post-millennials prioritise their mental wellbeing. It is not a luxury but a standard for them. Having faced high competition beforehand, they expect to have a work-life balance and spare time for their needs.
6. Entrepreneurial: Many employees further engage themself in a side hustle, or a second job in present times, to meet their requirements. According to an EY survey of 2024, almost 50% of Gen Z are engaged outside the workplace. Thus, they continuously seek learning to stay up-to-date and agile in the global workplace.
7. Avoid traditional methods: They are often seen questioning the existing structures to make them more seamless and affordable. Instead of lengthy emails, they could prefer chats or calls. Instead of physical presence in the office, they could be looking for an online meeting. They seek flexibility in the workplace. According to the Microsoft Work Trend Index (2025), 65% prefer hybrid work.

Adapting Manager Roles for Gen Z

To effectively lead the new generation, managers must evolve their perspective and roles. They must seek efficient techniques to hire and retain young talent while adhering to organisational goals. Here are some practical ways that can help you reach the goal:

1. Foster communication and goals: Connect with the young employees about the core beliefs of the organisation and their goals. For example, sharing the impact of work on ecology or community. According to Glassdoor, Gen Z is 62% more likely to stay with companies whose values align with theirs. Another example is a tech firm manager who can highlight the impact of new software on energy consumption.
2. Enhance collaboration: Be open to discussions and challenges; embrace the inputs from team members. Sharing the decision-making process can help to gain their trust and confidence. Managers can begin brainstorming sessions, group discussions, and team activities to develop inclusion. A study found that 68% of Gen Z workers feel more engaged with transparent leaders.
3. Leverage tools and technology: Managers can adopt AI-driven analytics or various tools like Slack and Asana to streamline the workflow and provide real-time updates. Gen Z expects a tech-integrated workplace in the technological world to stay connected and enhance productivity.
4. Prioritise work-life balance: By offering flexible timelines, working hours, and remote work options, one can enhance the quality of work and retention. Prefer result-based performance metrics over time-based metrics. This will further include the team’s alignment with other departments as well.
5. Provide continuous learning opportunities: Offer microlearning, mentorship, and transparency in career progression. Encourage side hustles as a skill-building exercise. Gen Z values development; 65% desire recurring upskilling opportunities (Udemy, 2025). Collaborate with Coursera or LinkedIn Learning-type platforms for customised courses, and make promotions contingent on milestone skills.
6. Shift to coaching instead of commanding: Embrace a coaching approach, where you empower workers through feedback and instruction instead of controlling from the top. Gen Z prefers cooperative leaders. According to Forbes, 70% of them like managers who act as mentors. For instance, use 1:1 meetings to establish goals and offer constructive feedback, enquiring as follows: “What do you need to excel in the field?”
7. Support mental well-being: Managers can provide access to mental health resources through offices, such as counselling or wellness apps. They need to normalise discussion regarding stress, burnout, and mental fog. Gen Z is two times more likely to share mental problems with managers than the older generation. Assuring them that they are listened to can solve half of the issues.

Conclusion

Future leadership for Gen Z necessitates a move away from conventional management to an adaptive, open, and mission-led style. Through embracing authenticity, embracing tech, prioritising wellness, and providing opportunity, managers can unleash the potential of Gen Z while creating effective, inclusive teams. Regular feedback through surveys or open forums ensures that leaders remain attuned to changing expectations. Adapting now will enable organisations to flourish in a Gen Z-led workforce.