Leading Gen Z

Explore who Gen Z is, born 1997–2012, shaped by smartphones, Netflix, and social media, and learn how this diverse, tech-savvy generation, over 25% of the world’s population, drives collaboration.

Reframe Gen Z as different, not difficult, by embracing feedback, challenging bias, and reflecting on your own behavior to leverage diverse strengths.

Gen Z seeks meaning in work, diverse and inclusive environments, flexible schedules, and strong mental health support, with transparent leadership and manager backing to sustain engagement.

Explore the five core behaviors Gen Zers want from leaders, including empathy, direct and frequent communication and feedback, autonomy, and recognition, to build a trusted, inclusive work culture.

Lead with reliability, strong work ethic, loyalty, teamwork, and a willingness to learn; Gen Z workers with a growth mindset meet deadlines, collaborate, and deliver high-quality work.

Motivate Gen Z employees by asking about favorite projects, best teams, and former bosses, listening for cues on creativity, autonomy, recognition, and impact to align work and boost engagement.

Gen Z values autonomy and the urge to stand out, as seen in a supportive race-walker community. Set clear boundaries and roles when collaborating to adapt to new work dynamics.

Align gen z with company culture and values by fostering open discussions, feedback platforms, and proactive accountability to boost job satisfaction, retention, teamwork, purpose, and inclusive impact.

Leaders boost retention and engagement by recognizing Gen Z frequently and specifically. Use an acrostic approach—praise personally, regularly, assertively, immediately, sincerely, and explicitly—distinguishing we strengths from me strengths.

Recognize how a team member steers discussions back to the original goal, helps the group reset when voices overlap, and cheers nervous colleagues.

Explores trust as the glue of life and a foundation for effective communication and organizational success. Explains Feltman’s vulnerability-based trust and how high trust boosts engagement and Gen Z retention.

Develop respect for Gen Z by practicing cognitive, emotional, and compassionate empathy to understand thoughts and feelings, and improve communication, motivation, and performance.

Learn to encourage feedback from Gen Z employees by framing feedback as a growth tool, reducing power dynamics, and outlining clear actions you'll take based on input.

Leadership should talk about mental health at work with Gen Z, fostering psychological safety and openness. Know rights and available resources, be a bridge to support rather than a fixer.

Regularly give formal and informal, timely feedback that is transparent. Use a 5-to-1 positive-to-negative ratio, link feedback to career progression and impact, and encourage peer feedback.

Empower Gen Z with autonomy over task, time, technique, and team to deepen purpose and accelerate learning, using task menus, project proposals, innovation, flexible hours, remote work, and cross-functional opportunities.

Lead Gen Z employees by coaching them to design their own next steps from goal setting to attainment, preserving autonomy and avoiding micromanaging.

Learn to transform one-on-one meetings with Gen Z by creating a safe, dialogue-driven, fully present, and equitable space that invites feedback, learning, and inclusive engagement.

Lead with ongoing career development conversations tailored for Gen Z, helping employees share goals, map opportunities, expand networks, and align growth with their values and work-life priorities.

Explore how job crafting lets Gen Z redesign tasks, relationships, and perceptions to align work with their strengths and meaning, boosting engagement and wellbeing.

Prioritize daily self-care to lead Gen Z effectively, using small actions that bring peace, connection, and joy. Ten ideas and a resource guide support health, resilience, and relationships.

Gain concrete takeaways you can put into practice right away while strengthening your ability to lead Gen Z, and continue learning through additional courses, recognizing your investment in professional development.