McKinsey estimates that Gen Z will make up a quarter of the global workforce as of this year, and as it is, this generation of employees is already driving tremendous changes to the business world. Born between 1997 and 2012, Gen Zers advocate for mental health, champion inclusion, and accelerate company purpose – making them powerful assets to your team.
Unlike previous generations, Gen Z workers prioritize mental well-being over climbing the traditional career ladder. According to Business Insider, they are 1.7 times more likely to avoid management roles to protect their mental health—a trend known as “conscious unbossing.” Instead of chasing titles, they focus on growing their skills, making them agile learners and strong contributors.
Managing your Gen Z team members may feel a little different since they thrive on fast feedback, value complete transparency, and aren’t afraid to question the status quo. But when you understand their unique perspectives, you can help them reach their full potential and use their influence to positively impact your entire team.
So, how can you manage this new generation of workers as they flood the labor market?
Prioritize purpose
Gen Z wants to know their work matters and is more likely than other generations to walk away from roles that don’t align with their values. As a leader, it's important to establish and reinforce your team’s purpose, so you can connect your employees’ day-to-day work with the big picture. This could mean your team’s “why,” your company's mission, or social impact. By framing their tasks around purpose, your Gen Z employees are more likely to stay engaged, especially when the work gets tough.
Key question: “Are you helping your team connect their work to something bigger?”
Focus on learning
For Gen Z, continuous learning is a top priority. Deloitte reports that 70% of this generation invests in skill development at least once a week. That drive for continuous improvement will only strengthen your team, and even more so when you can partner with them on their upskilling. Try to identify which skills each of your Gen Z employees wants to develop and create learning plans with them. Even better, give them opportunities to immediately put what they’ve learned into action on your team’s projects, so they can feel a sense of momentum.
Key question: “How can you create learning opportunities that fuel employees’ growth and your team’s success”
Rethink leadership opportunities
Your Gen Z workers may not want traditional management roles, but that doesn’t mean they’re shying away from responsibility. Because many of these employees crave personal growth, offering leadership opportunities without formal titles can be one of the best ways to keep them engaged and motivated. So, try giving them chances to head up projects, mentor peers, or shape team processes. By reframing leadership as skill-building, influence, and new experiences rather than just promotions, you allow them to grow meaningfully without the added pressure of hierarchy.
Key question: “How can you give your Gen Z team members influence?”
Communicate honestly
Gen Z expects transparency and wants to know what decisions are being made and why. They might even challenge your choices if they feel there’s a better way. As a leader, it’s helpful to be open to these kinds of conversations and even invite them. When you roll out your strategies, try to give as much context as possible, open a space for feedback, and make communication a two-way street. You might even let your Gen Z employees know you’ll consider all their suggestions and use them to inform your final decisions. Sharing regular updates (even when there’s no major news) builds trust, reduces anxiety, and helps Gen Z feel more connected to the plan – and to you, as their leader.
Key question: “Are you creating space for dialogue, not just direction?”
Promote well-being
According to research by the World Economic Forum, 73% of Gen Z employees want permanent flexible work alternatives, so try to offer these as much as possible. Gen Z has helped normalize conversations around mental health at work, and they pay close attention to whether leaders actually support it. Remember that your team will always take their cues from you. So, as you encourage breaks, flexible schedules, and boundary-setting, remember to model those activities yourself. Be proactive in checking in with your team, and recognize that creating a culture of well-being benefits everyone, not just Gen Z.
Key question: “Are you signaling that mental health matters through your own behavior?”
Instill cross-generational learning
Gen Z values inclusion and collaboration, and they thrive in diverse teams where everyone contributes ideas, regardless of age or title. Be proactive about getting your team members to learn from one another’s diverse experiences by encouraging knowledge-sharing, mentorships, and cross-functional projects that blend fresh ideas with experience. You might even try reverse mentoring, where younger employees teach as well as learn. You might find that these multi-directional learning experiences can spark unexpected innovation and connection.
Key question: “Are you creating structures that let every generation learn from each other?”
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