Gen Z’s Expectations for Leadership Are Reshaping Modern Workplaces

How would you describe Gen Z? Are they a generation full of innovative ideas but cannot live without their phones? Or, perhaps, you would describe them as trendsetters, but at the same time, they are also easily influenced.

Gen Z, together with Millennials, are the two biggest cohorts dominating almost every organisation, making up half of the APAC consumers1. One thing is clear when more and more Gen Zers enter the workforce, and that is they value empathy, mental well-being, and authentic leadership. That said, what they expect from their leaders would be drastically different from what Millennials expect from Gen X.

Remember the saying, “You don’t quit a job; you quit your boss”? Don’t let that become your reality just because you do not spend time to understand these young professionals. Read on to learn how leadership needs to evolve to connect with tomorrow’s workforce.

Leadership from Gen Z’s perspectives

Gen Z is a highly outspoken generation. They challenge traditional hierarchies and want a more empathetic, transparent, and purpose-driven work environment. This cohort, born between 1997 and 2012, brings fresh viewpoints that can reshape how organisations work and how leaders interact with their teams.

Trust over traditional authority

The days when employees obediently follow their leaders’ commands are long gone. Unlike previous generations, Gen Z rarely follows rules without question. They value leaders who:

Are trustworthy and ethical

Inspire, help them grow, and give meaning to their work

Put in the effort to foster a positive work environment

Stay open and honest through real, unfiltered, and consistent communication

They connect better with leaders who encourage dialogue and exploration. 59% believe good leadership means being open to new ideas and letting employees challenge decisions without fear2. More importantly, Gen Z prefers to be viewed as partners rather than subordinates or someone with lower power, who cannot question any commands thrown at them.

Gen Z’s disappointment in traditional leadership stems from growing up with widespread false information from authority figures. So, less than half of Gen Z describes themselves as very trusting3. This cynicism explains why they might be wary of both coworkers and employers, as they want to avoid being taken advantage of.

Focus on mental wellbeing

Mental health and well-being matter deeply to Gen Z. 61% of Gen Z employees list mental health and well-being as their top factors when choosing an employer4. Moreover, they expect employers to support their overall well-being, including mental and physical health. They see their job as part of their identity and personal growth.

The shift to focus more on mental health requires HR functions and leaders to rethink workplace policies and practices to better accommodate the rising needs. Gen Z wants employers who offer detailed mental health benefits, help with stress management and healthy work-life balance. However, less than half of Gen Z believe their bosses help them maintain healthy workloads5.

Mental health needs to be part of business policies and programs that care for people’s personal and professional wellness. Leaders should create stigma-free work cultures by offering therapy coverage, access to mental health support, and judgement-free mental health days.

Work-life balance matters

Gen Z values both work and life equally. They want job security and workplace flexibility. As a result, they tend to look out for employers that offer remote work, hybrid models, or flexible schedules to help them prioritise their overall well-being.

Unlike older generations who perceive long hours as an achievement, Gen Z values personal time and will not put work ahead of life. After all, businesses do not want the “quiet quitting” trend to continue with this dynamic group of talented individuals when their needs are quite simple to fulfil.

Emotional intelligence at work

Emotional intelligence (EI) plays a significant role in leading Gen Z. They want emotionally intelligent leaders who put their team’s needs first and understand and manage emotions—both their own and others’—while creating a supportive and inclusive work environment. Emotionally intelligent leaders can better meet with the empathetic level that Gen Z needs while understanding how to inspire and develop these young professionals.

Overall, Gen Z’s expectations for leadership may not be too far-fetched. They may appear as vulnerable, but after witnessing other generations struggle both financially and mentally in silence, it is time for their voices to be heard.

They value trust over authority, prioritise mental well-being and work-life balance, want authentic communication, and expect high emotional intelligence from leaders. As more Gen Z enters the workforce, organisations that meet these expectations will be in a better position to attract and retain their top talent. These changes create more inclusive, supportive, and productive workplaces that benefit everyone.

Building strong teams with Gen Z

A fascinating fact about Gen Zers is that, despite they are digital savvy and live online, these young professionals prefer in-person communication. Therefore, building a strong team with Gen Z requires managers to be proactive both in-office and online. Managers and leaders not only act as mentors but also partners who give valuable advice, keep them engaged, and create enough room for these young talents to shine.

Clear growth paths

76% of Gen Z employees view learning as key to career success6. And for them, learning opportunities can take different —online courses, workshops, mentorship programs, cross-functional projects, etc.—in addition to the traditional in-classroom method.

Gen Z feel motivated if the know their work has meaning and that the company is ready to invest in their future through clear career advancement and skill development programs. Having well-defined career paths (which include details like key milestones, required skills, and roadmaps) and transparent promotion criteria enables businesses to solidify these young professionals’ trust, and their expectations can be met.

Structured growth plans not only help tap into Gen Z’s drive and keep them engaged but also foster a culture of continuous learning.

Regular feedback loops

Traditional performance reviews that companies do once every year simply do not cut it anymore. 60% of Gen Z employees favour frequent feedback, compared to Millennials, the percentage drops to only 40%7.

How ‘frequent’ should the feedback be? In short, as regular as possible:

Weekly or bi-weekly one-on-one meetings between employees and managers

Monthly performance check-ins to discuss progress and set goals

Quarterly reviews to assess overall performance and adjust career plans

Managers can also incorporate digital feedback tools to enable live communication and performance tracking, thus giving Gen Z workers the consistent yet streamlined feedback they need. The digital assistance can also help these youngsters grasp how their goals align with the company’s objctives.

Digital-first communication

Gen Z switches effortlessly between devices and platforms, bringing this preference to their professional lives. Workplace communication tools should mirror platforms Gen Z uses personally:

Instant messaging apps for quick, informal communication

Video conferencing platforms for virtual meetings and collaboration

Project management tools for task tracking and team coordination

However, an interesting fact is that, despite being digital natives, 72% of Gen Z employees prefer talking face-to-face at work as they value human connection and find in-person talks provide better clarity, reduce confusion, and build stronger relationships8. Leaders should balance this with Gen Z’s digital communication skills.

Virtual team building

Remote and hybrid work models make virtual team building essential. Despite a preference towards flexibility in working, Gen Z employees value workplace connection and community. The solution? Creative virtual activities to help build this sense of belonging digitally, for instance:

Online game nights or trivia sessions

Virtual escape rooms or problem-solving challenges

Digital coffee breaks or informal chat sessions

Collaborative online projects or hackathons

Businesses can consider adding playful elements to team building. Many have gone as far as incorporating virtual reality (VR) or augmented reality (AR) for team activities, matching Gen Z’s tech enthusiasm.

We hope the strategies mentioned here provide a foundation for your business to develop feasible action plans to attract Gen Z talents while supporting their growth and engagement. Companies that adapt to Gen Z’s needs will build stronger, more diverse, high-performing teams as this generation shapes tomorrow’s workplace.

All in all, generation Z leads workplace transformation with fresh perspectives that challenge traditional leadership models. Their focus on trust, mental well-being, and authentic communication marks a fundamental change from conventional workplace practices.

Organisations that understand and meet their expectations will have an edge in attracting and keeping talent. These changes help employees of all generations by creating workplaces where trust, well-being, and authentic leadership become the norm.

Is your business ready to nurture a new flock of leaders?

Sources:

https://www.mckinsey.com/capabilities/growth-marketing-and-sales/our-insights/what-makes-asia-pacifics-generation-z-different
https://www.linkedin.com/pulse/values-calibration-gen-z-redefining-workplace-leadership-sinha-e19pf
https://firstup.io/blog/gen-z-in-the-workplace/
https://www.linkedin.com/pulse/values-calibration-gen-z-redefining-workplace-leadership-sinha-e19pf
https://www.deloittedigital.com/us/en/insights/perspective/gen-z-research-report.html
https://startupsmagazine.co.uk/article-looking-future-leadership-styles-gen-z-brings-workplace
https://www.sparrowconnected.com/blog/gen-z-communication-tips-for-internal-comms-pros
https://www.pcma.org/how-generation-z-communicates-work/