Conscious Unbossing: Gen Z Vs. Traditional Leadership

Did you Know?

45% of businesses with Gen Z employees are investing in specialized training to turn their youngest employees into soft skills experts.

Gen Z is skipping out on the traditional corporate ladder, yet they’re one of the generations most motivated by professional development and jobs that feel purposeful. While these statements seem conflicting, they provide great insight into the youngest generation in the workforce and how to make leadership appealing to high-potential Gen Z employees.

Gen Z by the Numbers

- Gen Z currently makes up 30% of the workforce.

- 72% of Gen Z workers would rather be individual contributors than middle managers.

- 69% of Gen Z employees perceive middle management roles as being high-stress with minimal reward.

- 86% of Gen Z workers believe a sense of purpose is important to their overall job satisfaction.

So, why is Gen Z hesitant to lead?

Bad First Impressions

Management and Gen Z got off on the wrong foot. This generation has grown up in an era heavily influenced by technology and the subsequent increase in visibility for both employees and employers. They’ve watched companies deal with corporate scandals and employees get fired for social media posts. They’ve seen their Millennial peers burn out without proper leadership training and their parents sacrifice work-life balance only to be fired as middle management jobs started to disappear after the pandemic.

This means, for much of Gen Z, that pursuing leadership roles poses a higher risk than reward. Many Gen Z workforce members feel that the added stress and responsibility of a management role doesn’t justify the increase in compensation. As a generation that is largely concerned with preserving and improving their mental health, the added strain of constant performance and decision fatigue is simply not worth it.

There’s also the question of values. Gen Z is correctly categorized as a generation that sticks to their morals, with 44% having turned down jobs due to conflicts between their values and those of the company. The traditional corporate hierarchy doesn’t align with Gen Z’s interests in autonomy, authenticity, and well-being. Considering the increased paths to making an impact created by technology and companies that disrupt the traditional ladder, it’s no wonder that the youngest generation is opting out of promotions.

High-Potential, Low Interest

Yet, many Gen Z employees embody traits of strong leaders. They’re tech-savvy, hardworking, and prepared with a fresh perspective.

So how can the leaders of today make leadership enticing for the leaders of tomorrow?

Invest Early

Don’t wait for your youngest employees to demonstrate an interest in leadership. Start providing them with professional and leadership development opportunities early. Demonstrate that your organization is interested in their growth to build loyalty and show that leadership is a journey of growth rather than a sudden transition.

Give them Purpose

While driving profit can be a motivator, it shouldn’t be the only one. Gen Z leaders want to see how their roles contribute to the overall company mission and positive social change. Creating leadership positions that are clearly connected to meaningful outcomes is essential for this generation.

Modernize Leadership

Rather than forcing younger employees up the ladder, evolve beyond command-and-control leadership styles. Flexible leadership paths that allow for work-life balance and shared responsibility help prevent burnout, and leadership styles that promote collaboration and empathy are ideal for future Gen Z leaders.

Ready to prepare your next generation of leaders? PuzzleHR makes it easy with our custom leadership training. Contact us today to learn more. PLUS Want to learn more about Gen Z’s perspective on the modern workforce and how to prepare the next generation? Subscribe to PuzzleHR’s Substack for insights and best practices!