Reframing How We Lead: Managing Gen Z in Today’s Workplace
As of 2025, Gen Z makes up 27% of the global workforce—a number expected to climb to at least 30% by 2030, according to the World Economic Forum. Born between 1997 and 2012, this generation is the most ethnically diverse, digitally fluent, and socially conscious group we’ve ever seen enter the labor market.
They’ve grown up with access to unlimited information, multiple global crises, and a redefinition of “normal” in the workplace. So it’s no surprise they arrive with different expectations. Instead of loyalty for loyalty’s sake, they prioritize purpose, flexibility, and mental well-being. Instead of hierarchical leadership, they expect transparency, authenticity, and meaningful feedback that helps them grow.
It’s Not Resistance—It’s Redirection
Let’s be clear: Gen Z isn’t difficult to manage—this new generation entering the workforce calls for a different style of leadership. Consider this:
A manager recently shared that a Gen Z employee turned down a promotion, not due to a lack of ambition, but because she did not understand what was truly in it for her, nor did it align with her long-term goals. “I just want to make sure I’m not climbing the wrong ladder,” she said.
In another case, a team leader noticed her Gen Z staff disengaged during weekly update meetings. Instead of assuming disinterest, she gathered anonymous feedback. The verdict? The meetings weren’t hated—they were just redundant. The team preferred asynchronous updates through Loom videos and dashboards. A simple shift in delivery significantly improved engagement.
These examples don’t suggest a lack of work ethic. Instead, they reveal a generation willing to ask, “Why are we doing it this way?”—and leaders who benefit when they answer with, “Let’s explore a better way together.”
Understanding What Drives Gen Z
Managing Gen Z effectively begins with understanding their motivations:
Flexibility is not a perk—it’s a baseline. A 2023 Deloitte study found 75% of Gen Zs prefer hybrid or remote work models. But flexibility isn’t just about location—it’s about autonomy in structuring their day.
Mobility over money. According to LinkedIn Market Research, nearly 50% of Gen Z say they would take a pay cut for better career growth opportunities. They’re prioritizing upward mobility and skill-building over short-term compensation.
Mental health matters. Gen Z is the most likely generation to cite mental health as a top workplace concern. Managers who normalize these conversations build lasting trust.
Continuous feedback. They grew up with instant input—from social media to digital grading. Annual performance reviews won’t cut it. They want real-time, growth-oriented guidance.
The Reframe: From Managing to Engaging
Managing Gen Z means moving from command-and-control to guide-and-collaborate. Here's how:
Start with curiosity, not judgment. Ask what drives them, how they prefer to receive feedback, and what energizes them at work.
Build co-created goals. Involve them in defining objectives that tie personal growth to team success.
Lead with transparency. From strategic direction to difficult decisions, Gen Z values honesty—even when answers are imperfect.
Celebrate micro-wins. They care about progress, not just outcomes. Small wins fuel motivation and signal they’re seen and valued.
That said, this reframing cannot fall solely on individual managers. Organizations must invest in workforce planning, manager training, and robust HR partnerships to ensure leaders are set up for success. Managers should have manageable spans of control, access to development tools, and proactive support in leading their teams—especially as expectations shift across generations.
Now Is the Moment
This isn’t a crisis—it’s an invitation.
We have a chance to evolve how we lead, to design more inclusive employee experiences, and to build workplaces that don’t just tolerate or accommodate new generations—but thrive because of them.
Because managing Gen Z isn’t about lowering the bar.
It’s about shifting the lens—so that we can innovate together.
Ready to Bridge the Generation Gap at Work?
Whether you're leading Gen Z, collaborating across generations, or navigating cultural shifts in the workplace—effective management starts with understanding what drives today’s talent.
Mavens 101 offers:
✅ 1:1 Leadership Coaching on managing multigenerational teams
✅ Customized Team Workshops on intergenerational communication, motivation, and retention
✅ Strategic support for HR and People Leaders navigating generational dynamics
Let’s create a workplace where every generation contributes—and thrives.
