How to Succeed With Gen Z Workers
Insights from business leaders on embracing the next generation in the workplace
The workplace is changing, again. After adjusting to Millennials’ rise in the workforce, employers are now turning their attention to Generation Z. Born between the mid-1990s and early 2010s, Gen Z workers are entering the scene with fresh expectations, digital fluency, and a firm sense of identity. But what truly sets them apart, and how can organisations adapt not just to accommodate them, but to thrive alongside them?
Here's an example of six business leaders who shared their first-hand experiences managing, mentoring, and learning from Gen Z employees. What emerges is not a list of complaints, but rather a practical guide to embracing the unique strengths and growing pains of this generation.
1. Embrace Open Dialogue
One of the most defining features of Gen Z workers is their willingness to communicate directly and transparently. For some managers from older generations, this openness may initially feel jarring or even unprofessional. But in practice, it’s a powerful tool for alignment and mutual understanding.
“I find that younger generations are more forward with communicating their expectations. When I started my career in 1998, being open and vocal was looked down on as being unprofessional, but now I realize open dialogue helps determine if expectations are aligned. During the hiring process, one candidate shared that traveling for work was not preferred. I knew the role required traveling often, so it was easy to determine this person wasn’t compatible.”
-JOYCE DE LEMOS, cofounder, Dieux
Gen Z is demanding clarity. Open conversations early in the hiring or onboarding process to prevent future misunderstandings.
2. Empower from Within
Another feature of Gen Z employees is that many of them arrive at their first jobs with little to no professional experience. This is not necessarily a weakness, it’s an opportunity. However, some employers fall into the trap of mistaking inexperience for disinterest.
“I think about two girls I hired who started off very unsure and shy. They stood around waiting for instructions, and had trouble with the fast-paced atmosphere. I thought about letting them go, but decided on a different approach. I enlisted them to train someone, telling them that they were the best employees to do this. That experience really empowered them. Shortly after, they took ownership of their roles, were self-starters, and one even was promoted to manager.”
-LISA MASTELA, founder, Bumpin Blends
Giving young employees a chance to lead, even briefly, can radically alter their sense of belonging and self-worth.
3. Lead with Curiosity, Not Control
To understand Gen Z, we must recognise the cultural and economic shifts that shaped them. Raised during the global financial crisis, political upheavals, and a digital revolution, they’ve grown up sceptical of traditional institutions and wary of empty promises. More than previous generations, they are driven by purpose, impact, and authenticity.
“Gen Z is looking for long-term purpose and passion, while older generations built our work culture around long-term professional and personal stability. As a millennial CEO, I created a junior advisory board of Gen Z members to reverse-mentor me, and their perspective influenced how we built this business. I’m at my best when I’m approaching concerns with curiosity rather than judgment.”
-STEPHANIE LEE, founder, Selfmade
The phrase “reverse mentorship” is particularly here. Gen Z has grown up with tools, platforms, and cultural dynamics that many older employees are still catching up with.
4. Reconnect with the Basics
Of course, not every manager agrees that the workplace must change entirely to accommodate Gen Z. Some argue that the fundamentals of professionalism, discipline, punctuality, and accountability, remain unchanged, regardless of generation.
„It’s clear there is a divide in expectations. But the reason the long-standing ways were long-standing is because they worked. There is no substitute for hard work. Get up early and stay late, that’s my motto. I learned hospitality from the ground up, from busboy to founder. If you skip this part, you cannot be an effective leader. Today, as throughout history, it is results, results, results that matter.”
-STEPHEN J. CLOOBECK, founder, Diamond Resorts International
The lesson here is balance. Yes, we must adapt to the changing landscape, but not at the expense of the work ethic that underpins lasting success.
5. Build Bridges Through Mentorship
With remote work on the rise and fewer traditional entry points into the workplace (think internships or graduate schemes), many Gen Z employees lack the informal guidance that previous generations benefited from. They enter the workforce not only with questions, but also with a hunger to learn.
“Our company is heavily composed of younger employees, and I’ve noticed that purpose and impact, work-life balance, flexibility, and mentorship come up continuously. Many of the youngest generation started their careers from home, so they didn’t get that ‘first day on the job’ experience. They’re hungry for mentorship, so I think mentors will play a huge role in bridging the gap.”
-MATTHEW ROWEAN, chief creative officer, Matte
When mentorship becomes part of your company’s DNA, everyone wins. It not only accelerates Gen Z’s development, but also reinforces the leadership capacity of more experienced staff.
6. Appreciate Their Aspirations
At times, it’s easy to feel frustrated by what appears to be Gen Z’s impatience or idealism. But a closer look reveals something more nuanced: this generation isn’t asking for less work, they’re asking for smarter work, and for environments that reflect the world they want to live in.
“Every younger generation has differing expectations. As a ‘boomer,’ I expected to have to travel almost weekly, while today’s digital natives expect state-of-the-art technology, fast promotion growth, flexibility, and continual positive feedback. But wouldn’t we all have wanted that if we could have it? As a working mom, flexibility would have changed my career and life. I still believe in-person meetings are the gold standard for building relationships, but we can all learn from each other.”
-JANE WURWAND, founder, Dermalogica
Gen Z may expect more from the workplace, but perhaps they’re simply voicing what older generations long accepted in silence. When leaders shift from resentment to empathy, a genuine dialogue can begin.
There’s a temptation in every generation to view the next as “difficult.” But as we’ve seen, the reality is far more complex, and hopeful. Gen Z brings with it a mix of scepticism and idealism, caution and confidence. They are navigating a world filled with uncertainty, but also with unprecedented access to information, networks, and innovation.
If we choose to approach this generation with curiosity instead of criticism, if we offer guidance without rigidity, and if we embrace mutual learning over hierarchy, we will find ourselves not only managing Gen Z, but growing with them.