Is Gen Z the problem? Or is it Outdated Leadership?

Week 115: Is Gen Z the problem? Or is it Outdated Leadership?

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Dear Leaders, it’s time to face a critical reality: Gen Z is no longer the “future” workforce — they are already shaping how work gets done today. But as gathered in all my interactions with most millennial leaders, they are finding themselves struggling to connect and engage with this dynamic generation.

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According to a Forbes survey, 45% of hiring managers find Gen Z the hardest generation to manage. Why? They often cite challenges like difficulty handling pressure and a perceived lack of resilience. Supporting this, Cigna research found that 67% of Gen Z adults rate their mental health as not good, compared to 48% of older generations.

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But, in my view, let’s flip the script: Gen Z isn’t the problem — outdated leadership strategies are.

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This generation has grown up in a rapidly changing world, one defined by digital overload, social upheavals, and constant uncertainty. They aren’t motivated by rigid structures, hustle culture, or leadership approaches that prioritize control over connection. Instead, they seek purpose, psychological safety, and meaningful experiences at work.

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If you want to unlock the full potential of this forward-thinking and dynamic generation, here’s what needs to change, in your leadership:

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1. Empathy Over Authority

Traditional top-down leadership just doesn’t cut it anymore. Gen Z wants leaders who listen, understand their concerns, and care about their well-being. Create a culture where employees feel safe to share their challenges without fear of judgment.

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2. Purpose-Driven Work

This generation wants to contribute to something bigger than themselves. Show them how their roles impact clients, communities, and the company's mission. Highlight purpose and make them part of meaningful projects.

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3. Support Mental Well-Being

Gen Z is vocal about mental health, and rightly so. Provide access to wellness resources, encourage conversations about mental health, and explore flexible work options that help reduce burnout.

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4. Authenticity Matters

Gen Z can spot insincerity from a mile away. They respect leaders who are transparent, honest, and willing to admit when they don’t have all the answers. Keep communication real and authentic.

5. Coach, Don’t Command

Be a guide, not a boss. Gen Z thrives when they receive constructive feedback and development opportunities. Focus on nurturing their growth rather than micromanaging their tasks.

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6. Create Inclusive Spaces

Gen Z expects inclusivity and diversity to be more than just buzzwords. Build a workplace culture that celebrates differences and ensures everyone has a voice.

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This isn’t a temporary trend — it’s a shift that defines the future of work. The leaders who adapt will not only engage and retain top Gen Z talent but also grow themselves. Sticking to lessons learnt on how your seniors led you, constantly comparing them to your values and crying on how the new generation is not responding to those methods, is beneficial neither to you, nor to the organisation goals, nor to the Gen Z workforce. The change has to start from you.

So ask yourself: Are you ready to lead the workforce of the future? Let’s start the conversation. What strategies have worked for you to engage your Gen Z employees? Share your thoughts!

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