Unconditional Leadership: Bridging The Gap With Gen Z | Why Companies Are Wrong About ‘Canning’ Gen Z: The Workforce Crisis No One Is Talking About?
Matthew Leesbourne [DBA, MIHI]
Individualization | Strategic | Analytical | Maximizer | Achiever?? Award-Winning Hospitality C-Suite Professional | Data-Driven & Gen AI Geek, Guest Experience & Ops Efficiency with Business Acumen, Gap Analysis & QA.
In boardrooms across industries, a troubling trend is emerging: companies are struggling to integrate and retain Gen Z employees, and many are choosing the short-sighted route—simply letting them go. The narrative is familiar: Gen Z doesn’t have the work ethic. They demand too much. They don’t want to pay their dues. But here’s the harsh reality: Canning Gen Z isn’t solving the problem—it’s creating an irreversible workforce deficit that will haunt companies for an entire generation.
A Workforce at Risk: The Looming Deficit
Let’s do the math. Gen Z (born between 1997-2012) is now entering the workforce in large numbers, while older generations—particularly Baby Boomers—are retiring at an unprecedented rate. By 2030, all Boomers will have exited the full-time workforce, leaving an employment gap that cannot be ignored.
If companies continue to discard Gen Z workers instead of understanding and adapting to them, they are setting themselves up for a decade-long staffing crisis. Hospitality, retail, and service industries—already facing workforce shortages—will be among the hardest hit.
The solution isn’t in replacing Gen Z with an “easier” workforce—because there is no alternative workforce waiting in the wings. The real solution is in understanding them, adapting leadership approaches, and leveraging their strengths.
Why Is Gen Z Struggling?
Every generation has its own challenges, shaped by the world they grew up in. For Gen Z, these are the key factors influencing their approach to work:
The Leadership Failure: Why Companies Are Getting It Wrong
Many companies are approaching Gen Z with old-school corporate mindsets, trying to fit them into rigid molds instead of adjusting workplace dynamics to accommodate a new kind of workforce. Here’s where leadership is failing:
Instead of labeling them as difficult, companies need to see them as an opportunity—a tech-savvy, socially conscious generation that, if understood, can drive innovation and long-term business growth.
Winning with Gen Z: Adaptation, Not Elimination
So, what should businesses do to avoid a catastrophic labor shortage?
? Embrace Flexible Work Structures – Hybrid models, four-day workweeks, and project-based roles appeal to Gen Z’s preference for work-life balance.
? Invest in Continuous Learning – Training programs should be engaging, tech-integrated, and career-path focused.
? Improve Communication Styles – Use platforms Gen Z is comfortable with, like instant messaging and video content.
? Foster a Purpose-Driven Culture – CSR initiatives and sustainability commitments are not optional if you want to retain them.
? Rethink Leadership Approaches – Move from micromanagement to mentorship. Unconditional leadership—rooted in trust, empathy, and support—is key.
Thoughts? before we delve deeper: Adapt or Face a Workforce Crisis
Canning Gen Z is a lazy leadership move. It ignores the bigger picture and leaves companies scrambling for manpower in the years ahead. Every generation has brought challenges, but also strengths. The companies that thrive will be those that learn to harness Gen Z’s unique abilities rather than dismiss them.
Unconditional Leadership: The Missing Link in Managing Gen Z
Two years ago, I developed the Unconditional Leadership approach, and the results have been transformational. By shifting from control-based leadership to trust, empathy, and empowerment, I’ve been able to mitigate business losses and drive revenue growth—even in challenging market conditions. This approach isn’t just about Gen Z; it’s about future-proofing leadership for a changing workforce. Companies that fail to adapt will struggle, but those that embrace this mindset will thrive.
Traditional leadership models are failing Gen Z. Command-and-control hierarchies, rigid performance metrics, and outdated management tactics are clashing with a generation that values autonomy, purpose, and mental well-being.
This is where Unconditional Leadership becomes a game-changer.
Unlike traditional leadership approaches that rely on compliance, hierarchy, and fear-based motivation, Unconditional Leadership is built on trust, empathy, and empowerment. It recognizes that every individual brings unique strengths and challenges to the table, and it is the leader’s responsibility to unlock potential—not control behavior.
Why Traditional Leadership Fails with Gen Z
Most companies struggle with Gen Z because they still lead with conditions:
? “You must earn my trust before I invest in you.”
? “Do things our way first, then we’ll give you autonomy.”
? “Respect is earned, not given.”
Gen Z rejects this transactional approach because they have grown up in a world where leadership is earned through authenticity, not authority. They won’t blindly follow a title; they need to believe in their leaders before they commit to the work.
Unconditional Leadership flips the script—it offers trust, guidance, and support from day one, creating an environment where Gen Z feels safe to contribute, innovate, and grow.
The Core Principles of Unconditional Leadership
1. Trust First, Correct Later
Many leaders feel the need to test Gen Z before trusting them. This approach backfires.
? Instead of micromanaging, give them autonomy upfront and provide feedback as they go.
? Set clear expectations, but allow room for creativity and personal working styles.
? Use coaching over criticism—focus on growth rather than punishment.
?? Example: Instead of assuming a young hotel associate will fail at handling VIP guests, give them the opportunity, provide real-time guidance, and debrief afterward.
2. Empathy Over Authority
Gen Z grew up in an era of mental health awareness and expects their workplaces to recognize human needs, not just output. Leaders who show genuine care earn lifelong loyalty.
? Be approachable—let them voice concerns without fear of retribution.
? Replace “tough love” with active listening and solution-based coaching.
? Offer mental health support and flexibility, not just corporate benefits.
?? Example: If a Gen Z employee is struggling with burnout, instead of saying, “Toughen up, we’ve all been there,” ask, “What adjustments can we make to help you perform at your best?”
3. Lead Through Purpose, Not Just Policy
Gen Z is not motivated by power structures—they follow purpose. Leaders who connect their work to a bigger mission will earn their engagement.
? Clearly communicate the ‘why’ behind tasks, not just the ‘what’.
? Align work with bigger values, such as sustainability, diversity, and social impact.
? Give them ownership over projects that contribute to something meaningful.
?? Example: Instead of just assigning front desk shifts, tell them: “Our goal is to redefine hospitality by creating unforgettable guest experiences. Here’s how your role makes that happen.”
4. Unleash, Don’t Restrict
Most companies still try to fit Gen Z into rigid corporate molds. Unconditional Leadership removes these restrictions and instead unleashes potential.
? Recognize individual strengths and build roles around them.
? Allow for non-linear career growth—don’t expect them to wait years for promotions.
? Embrace reverse mentorship—Gen Z has skills (especially digital) that can elevate the entire team.
?? Example: If a junior team member is passionate about social media but was hired for operations, let them experiment with digital marketing rather than confining them to one function.
Unconditional Leadership: The Key to a Sustainable Workforce
The workforce is changing, and leadership must evolve with it. Unconditional Leadership is not about lowering standards—it’s about leading with trust, empathy, and adaptability.
Companies that fail to adopt this approach will continue to struggle with Gen Z retention and engagement. But those who embrace Unconditional Leadership will not only retain top Gen Z talent—they will build a workforce that is loyal, innovative, and future-ready.
The choice is simple: Lead differently, or lose an entire generation of talent.
#Leadership #UnconditionalLeadership #GenZWorkforce #FutureOfWork #HospitalityLeadership #WorkforceTransformation #TrustAndEmpathy #EmployeeEngagement #NextGenLeadership #InnovationInHospitality #TalentRetention #LeadershipEvolution #WorkplaceCulture #HotelManagement #EmpatheticLeadership
Keynote speaker for Gen Z recruitment, retention & engagement and the multi-generational workplace | Supports senior leaders in the public, private and voluntary sectors so they can thrive in work and life.
4 周Correct - there is no alternative workforce. The older generations could use some reflection time.