For those leading a multigenerational workforce, connecting with and engaging Gen-Z employees may prove to be a challenge. While every generation works differently, there has been a noticeable rift between the work style of Gen-Z and that of Millennials or Gen-X.
Born between the mid to late 1990s and early 2010s, Gen-Z comprises approximately 27 percent of the global workforce and is expected to account for two-thirds within a few years. Surveys show that Gen-Z workers value authenticity, transparency, personal growth, and other aspects that may not be highlighted in traditional workplaces. It’s no wonder that traditional leaders have found difficulty in communicating with this sector of workers.
The question is, as a non-Gen-Z leader, how can you manage these workers most effectively? The following are specific tools I give my clients to build their relationships with Gen-Z employees.
Step into their shoes.
Before trying to “fix” what they are or aren’t doing, take a step back and look at things from their point of view. Ask yourself: What do your Gen-Z employees value? How do they like to communicate? Understanding their perspective is the first step toward bridging the gap.
1. Lead with authenticity and clarity.
Gen-Z grew up in the age of information overload. They’ve spent years filtering through noise to decipher what’s real and what’s not. That means they have a finely tuned radar for vague or inauthentic messaging. For example, the practice of large corporations laying off workers without reasoning or direct communication doesn’t fly with Gen-Z. This method leaves a negative impact on those left to fend for themselves.
As a leader, you’ll earn their respect by being transparent. When you make a decision, don’t just share what you’ve decided, explain why you made that choice. If you’re still working through something, simply say so. Overcommunication is favorable.
Admitting you don’t have all the answers doesn’t undermine your authority. Instead, it builds credibility. For example, if you need to fire an underperformer, be honest with them. To take it a step further, drop performance reviews and instill a culture of feedback that allows for a constant flow of both positive and negative conversations. Once established, your employees won’t be surprised if they are cut. They will know it’s coming.
2. Encourage dialogue, not hierarchy.
Gen-Z thrives in environments where ideas flow freely, and collaboration outweighs hierarchy. They don’t want to feel less respected and seen as “kids” due to their age and experience, but rather as equal adults who have a seat at the table.
Before finalizing a project or policy, invite their input. Ask questions like:
- “Can I get your opinion on this?”
- “How would you approach this challenge?”
When they see their feedback being heard and acted on, engagement will naturally increase. It’s not about giving up control—it’s about co-creating success rather than using a top-down approach.
3. Meet them where they are—digitally.
This generation communicates differently, to say the least. Quick, visual, and efficient is the norm. Slack messages, voice notes, or short videos may feel informal to some leaders, but to Gen-Z, these are legitimate everyday tools for productivity and connection.
Instead of dismissing these habits as “unprofessional,” be open to their value. Ask how they use these platforms to collaborate or learn. You might uncover new ways to improve communication across your whole organization.
Remember, it’s not about replacing traditional communication. It’s about broadening it. Communicating in person will always be most effective, so you can also educate younger generations in the value of non-tech communication.
The future of the workplace with Gen-Z
Gen Z is redefining what effective communication looks like at work. They crave authenticity, value inclusion, and expect technology to make things easier, not harder. If you can adapt your leadership style to meet them half-way, you’ll not only strengthen employee engagement and commitment, you’ll also cultivate a culture that’s built for longevity.
The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.
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Carol Schultz
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