Bridging the workplace gap - How to lead Gen Z in a multi-generational workforce

As Gen Z continues to reshape the workplace, one of the most important dynamics emerging is the evolving relationship between this new generation and their leaders. While Gen Z brings fresh expectations and values to the table, many leaders are still adjusting to what this means for their leadership style, communication, and workplace culture.

So how can leaders and Gen Z employees find common ground? Let’s explore the key tensions and opportunities for building stronger, more collaborative relationships.

1. Rethinking leadership expectations

Many leaders today express a desire for employees who demonstrate strong work ethics, adaptability, and a willingness to learn. However, they sometimes feel frustrated by what they perceive as a departure from traditional workplace norms such as rigid hierarchies or a “earn your stripes” culture.

Gen Z, on the other hand, is looking for something different. They want leaders who are:

• Authentic and transparent

• Purpose-driven and values-aligned

• Supportive mentors rather than micromanagers

This generation thrives under leaders who coach rather than command. They value leaders who take the time to understand their individual goals and help them grow.

2. Mentorship as a two-way street

One powerful way to bridge the generational gap is through mentorship programs, especially those that include reverse mentoring. These programs allow Gen Z to learn from experienced leaders while also sharing their own insights on digital trends, social values, and new ways of working. This two-way exchange builds mutual respect and helps both sides grow. It also reinforces a culture of continuous learning and adaptability, which is something both leaders and Gen Z value deeply.

A compelling example of reverse mentoring in action is Estée Lauder’s CEO Global Reverse Mentor Program. Launched in 2015 by CEO Fabrizio Freda, the initiative pairs junior employees with senior executives to help leaders stay attuned to the values and behaviors of younger consumers. It began when Freda, noticing shifts in consumer trends, asked for help understanding emerging platforms and retail habits. What started as a one-on-one learning session quickly evolved into a formal program. Today, over 600 senior leaders across the company participate, using the program as both a cultural pulse check and a bridge across generational divides.

3. Aligning on purpose and impact

Gen Z is deeply motivated by purpose. They want to know that their work matters and contributes to something bigger than themselves. Leaders can tap into this by:

• Clearly communicating the company’s mission

• Showing how each role contributes to broader goals

• Involving Gen Z in shaping the company’s future

When employees feel connected to a meaningful mission, they are more engaged, loyal, and innovative.

4. Balancing flexibility with accountability

Flexibility is a top priority for Gen Z. But that does not mean they do not value accountability. The key is to shift from managing how work gets done to focusing on what gets done.

Leaders can:

• Set clear expectations and outcomes

• Allow autonomy in how goals are achieved

• Foster trust through open communication and regular check-ins

Recent research from Microsoft highlights just how important flexibility is to Gen Z. They are 77% more likely to engage with a job posting on LinkedIn if it mentions flexibility, more than any other generation. For comparison, Millennials are only 30 percent more likely to engage with such postings. This underscores how central flexibility has become to Gen Z’s expectations around work.

Microsoft’s Flexible Work Model is a strong example of how companies can operationalize flexibility. The company embraces a “no one-size-fits-all” approach to flexibility. It allows employees to customize their work across three dimensions: work site, work location, and work hours. This empowers Gen Z employees to align their work style with their personal preferences, increasing engagement and productivity.

5. Creating a culture of open dialogue

Gen Z craves feedback, not just during annual reviews but in real time. They want to know how they are doing, where they can grow, and how they can contribute more meaningfully.

Leaders should:

• Encourage regular one-on-one conversations

• Create safe spaces for sharing ideas and concerns

• Be open to feedback themselves

Interestingly, a recent study by INTOO and Workplace Intelligence found that 47% of Gen Z workers say they get better advice from generative AI tools like ChatGPT than from their own managers. This signals a growing disconnect in how younger employees seek guidance and emphasizes the need for leaders to evolve their coaching and communication styles to remain relevant and trusted.

One reason AI resonates so strongly with Gen Z is its ability to deliver customized and personalized responses. This generation grew up immersed in hyper-personalized experiences - think Spotify playlists, and tailored content feeds - so receiving generic, one-size-fits-all feedback feels outdated and impersonal. For Gen Z, effective feedback is not just about content, but also about context: how often it’s given, who delivers it, when it’s shared, and in what format.

Some may prefer a quick Teams call to avoid the awkwardness of face-to-face conversations, while others might value that personal interaction. The key takeaway for leaders? There is no universal feedback formula. To truly connect with Gen Z, leaders must be willing to adapt their approach and listen to individual preferences, just as AI does.

The bottom line: How to lead Gen Z in a multi-generational workforce

Leading Gen Z is not about lowering the bar. It is about raising your leadership game. By embracing authenticity, purpose, flexibility, and open dialogue, leaders can unlock the full potential of this generation and build a workplace where everyone thrives.

Curious how to turn these insights into action? My keynote Gen Z at Work brings these strategies to life with real-world examples and trend-forward takeaways tailored for your organization. Whether on stage or in-house, it’s designed to help leaders connect across generations and future-proof their talent strategies. Let’s build a workplace where Gen Z, and everyone else, can thrive.