Generation Z has entered the chat, and they’re not here to blend in. 

They’re smart, socially aware, tech-native, and allergic to outdated leadership. If you’re leading a team today, odds are you’ve already noticed this newest generation shows up with questions, high expectations, driven by purpose and an internal compass that’s hard to ignore. 

They don’t want to climb the traditional corporate ladder. They want to build something meaningful. And if they don’t feel connected, they’ll quit mid-Zoom. 

The good news? You don’t need to guess what Gen Z workers want. 

We’ve broken it down: What drives this generation, where they’re coming from, and – most importantly – how to manage Gen Z employees in a way that works. 

Who is Gen Z, Really? 

Let’s start with the basics. 

Gen Z includes anyone born between the mid-1990s and early 2010s. Right now, that’s people roughly ages 12 to 29. 

They grew up during the Great Recession. They watched millennials get crushed by student loans. They’ve never known a world without Wi-Fi. (They’re true digital natives.) And they’ve come of age during global pandemics, political division, nonstop information overload and information feeds that continuously reinforce their belief systems.  

They’re entering the workforce with a few things on their minds:

• Climate change 
• Mental health 
• Social justice 
• Financial anxiety 
• Burnout before age 25 

And they’re not afraid to say, “This isn’t working for me.” 

From the View of a Millennial Manager  

If you’re a millennial leading Gen Z, it can feel weirdly familiar and completely foreign. You probably remember being labeled “entitled” or “impatient” yourself. But the Gen Z workforce isn’t just a younger version of you. They communicate differently, set boundaries earlier, and expect more from leadership right out of the gate. It’s not about managing them harder, it’s about leading them smarter. When you take the time to understand where they’re coming from, you stop seeing them as “difficult” and start seeing them as the most engaged, capable team members you’ve ever had. 

From the View of a Gen X Manager 

You might be thinking, “Do we really have to rethink everything again?” Gen X leaders are used to adapting. You’ve managed teams through market crashes, digital transformations, hybrid chaos, you name it. But Gen Z brings a new level of candor. They want feedback in real time. They expect their voices to be heard. And they’re not shy about calling out gaps in leadership. It’s not about giving up control, it’s about leading with curiosity instead of command and control.  

Gen Z are about interdependent relationships, which are rooted in Trust, Credibility, Rapport and Respect.  The reality is that you have to have all four to have a truly interdependent relationship.  Once you shift into coach mode, they start showing up in ways that’ll surprise you. Learn to embrace their fresh perspective. 

From the View of a Baby Boomer Manager 

You’ve seen it all and likely led through more business cycles than Gen Z has been alive. But here’s the thing: your wisdom still matters. What worked for past generations won’t always land with this one, but the fundamentals still hold. The key is packaging your experience in a way that’s collaborative, not top-down. Gen Z isn’t rejecting structure, they’re rejecting leadership that feels disconnected and rooted in the “this is how we do it” theory. When you combine your experience with their energy, you get a team that can innovate, grow, and stick around longer than you might expect. 

What Gen Z Employees Expect from Their Employers 

We’re not talking about foosball tables or kombucha on tap. This generation has different perspectives and different expectations, and they’re reshaping how teams operate. 

1. Purpose, or they’re out 

Mission matters. Gen Z wants to work for companies doing something that actually matters – something they can believe in. One of their biggest indicators of job satisfaction is meaningful work. 

That means you can’t just talk about impact. You have to prove it.

•  Show the “why” behind your work 
• Connect individual tasks to larger outcomes 
• Highlight real-world results, not just revenue 

Pro tip: If your mission hasn’t been updated since 1997, it’s time. And if it doesn’t connect the associates to the mission, as they say on Shark Tank “For this reason, I am out.” 

2. Flexibility isn’t a perk, it’s table stakes 

This one’s not up for debate. Gen Z talent expects flexibility. And not just where they work, but how they work. This is more than your standard work life balance. 

They want options: 

• Remote work or hybrid models 
• Flexible hours 
• Compressed workweeks 
• Async communication when possible 

It’s about autonomy, balance, and feeling trusted. 

If your company culture screams “butts in seats,” don’t be surprised when Gen Z exits. 

3. Mental health support isn’t optional 

Gen Z is the most open generation yet when it comes to mental health. But they’re also under immense pressure. 

• Rising housing costs 
• College debt 
• Political turmoil 
• AI fears 
• Social media overload 

All of it adds up. 

Your response? Normalize the conversation. 

• Train your business leaders to spot burnout 
• Offer mental health days, coaching, or access to counseling 
• Lead with empathy, not judgment 

Support goes beyond EAPs. It’s how you show up every day. 

4. Feedback = Fuel 

Gen Z doesn’t want to wait 12 months for a performance review. They want to grow now and are eager for career advancement. And that means feedback – frequent, clear, and actionable. 

Think: 

• Weekly one-with-ones, with purpose, agendas and open communication 
• Do not meet for meeting sake.  
• Gen Z learn from Teachable moments, not correction 
• Balanced objective feedback 
• Post-project debriefs 
• Micro-feedback in Slack or Teams 
• Peer shout-outs and recognition 

But keep it real. Fluff won’t cut it. They’d rather get specific feedback that helps them improve than hear “you’re doing great” on repeat. 

How to Actually Lead Gen Z (Without Playing Whack-a-Mole) 

Let’s talk tactics. Managing a Gen Zer means shifting your leadership playbook from control to collaboration. 

Here’s how to do it. 

Be a Coach, Not a Commander 

Forget old-school hierarchy. Generation Z employees don’t need a boss who barks orders. They want a coach with a clear communication style who:

•  Asks great questions 
• Is authentic and truly cares about who they are 
• Gives them space to try and fail 
• Helps them develop their own voice 

If you show up like a partner, they’ll show up with loyalty. 

Prioritize Transparency 

Gen Z can sniff out corporate spin in seconds, and they put a strong emphasis on transparency. They want leaders who tell the truth, even when it’s messy. 

Be honest about: 

• Company goals 
• Budget realities 
• Layoffs and restructurings 
• Your own leadership journey 

The more real and honest you are, the more trust you’ll build. 

Co-Create Career Paths 

They’re not afraid to jump companies if they feel stuck. So don’t just promise growth, plan it. It is estimated that many Gen Zer’s will have up to 17 jobs over 7 different career paths by the age of 40 and they will make up 30% of the workforce by 2030.  You need to understand how to: 

• Create individualized development plans 
• Offer cross-training or project rotations 
• Budget for learning: certifications, online courses, coaching 

Help them see a future with you, not just a job title. 

Want to Actually Get Better at Leading Gen Z? 

If this sounds like a lot, that’s because it is. Managing Gen Z employees requires a shift in mindset, skillset, and habits. It’s not about being the “cool boss.” It’s about being the kind of leader who earns trust, encourages autonomy, and drives development without micromanaging. 

That’s exactly what our Excellence in Sales Leadership ^TM course is designed to help you do. 

You’ll learn how to: 

• Coach with purpose (not pressure) 
• Create growth plans that actually stick 
• Use feedback as a daily tool, not a dreaded event 
• Balance high performance with mental wellness 
• Understand what motivates each person on your team 
• Lead with clarity, consistency, and confidence 
• Create a work environment that’s conducive to a multigenerational workforce 

This isn’t a one-size-fits-all leadership model. It’s a proven system built to help you lead modern teams – designed to work for every generation on your roster. 

The course blends interactive modules, real-world scenarios, and peer collaboration, so you’re not just learning in theory. You’re practicing what works. And we’ll give you frameworks, tools, and coaching questions you can use with your team right away. 

Bottom line? Gen Z doesn’t want perfect leaders. They want intentional ones. Excellence in Sales Leadership ^TM helps you become exactly that.  Learn more about Excellence in Sales Leadership^TM.

What’s Working: Real-World Wins from Leaders Managing Gen Z 

We’ve worked with sales leaders, managers, and execs across industries, and the ones succeeding with Gen Z have this in common: 

1. They Pair Training with Connection 

The best-performing teams aren’t just skilled. They’re bonded. 

When companies integrate leadership training with team building (offsites, retreats, shared learning), it changes everything. People collaborate more. They share ideas faster. They feel like they belong. 

And Gen Z? They stick around. 

2. They Ask, Listen, Adapt 

Great leaders don’t assume. They ask.

•  What’s working for you? 
• Where are you feeling stuck? 
• What would help you stay longer? 

Then they act on that feedback. 

Even small tweaks, like shifting meeting times, updating tools, or changing how recognition works, can have a big impact. 

Want to Keep Gen Z Employees? Focus on These Four Levers 

Clarity Say what you mean. Set clear expectations. Don’t make them guess what “good” looks like. 

Autonomy Give them space. Don’t micromanage. Let them own their work and learn from the outcomes. 

Belonging Create psychological safety. Make it okay to ask questions, pitch ideas, and say, “I don’t know yet.” 

Momentum Help them keep moving. Growth doesn’t always mean promotion – it can mean skill-building, exposure, or impact. 

FAQs: Managing Gen Z Employees 

Final Takeaway: Gen Z Isn’t the Problem. They’re the Preview. 

The way Gen Z works? It’s not a phase. 

It’s a preview of what’s coming next. 

• More transparency 
• More purpose 
• More autonomy 
• More balance 

Learning how to manage this younger generation sets you up to lead tomorrow’s workforce confidently, compassionately, and with results that actually stick.