The workplace is evolving, and Generation-Z is rewriting the rules. By 2030, they’ll represent nearly 30% of the labor force, bringing fresh perspectives shaped by growing up in a digital-first world and coming of age during the Covid-19 pandemic. Gen-Z values flexibility, work-life balance, and purpose-driven work over rigid office norms and traditional hustle culture, which can at times create friction with older generations’ values: company loyalty, duty, and teamwork. By understanding what shapes Gen-Z’s approach to work—and adjusting your strategies accordingly—you can foster stronger relationships, improve collaboration, and build a workplace that thrives across generations. I sat down with Lindsay Boccardo, Gen-Z multi-generational expert and keynote speaker, to learn about her top tips for working well with Gen-Z.
Understand how developmental stages shape motivation.
Don’t assume everyone on your team is driven by the same things— dig deeper. According to Boccardo, “people’s motivations are often tied to their life stage and development. A team member with young kids might log off promptly at 5 p.m., not because they’re itching to leave work as quickly as possible, but because family is their top priority at this stage in their life.” A recent hire may be eager to bond with coworkers, while a seasoned employee approaching retirement might focus on leaving a lasting legacy rather than casual team events. One study reports that individuals at different life stages would benefit from access to different types of resources at work to achieve optimal performance. Recognizing these crucial differences can help you manage and communicate more effectively. Start by asking your team members about their current priorities and motivations. Boccardo recommends creating an open dialogue that fosters inclusivity and ensures your team feels seen and understood. Embracing these differences in life stages allows you to build a more dynamic and supportive workplace where everyone can contribute their best.
Explore the role of childhood experiences.
Don’t underestimate how upbringing shapes workplace expectations. For Baby Boomers, discipline often meant strict, public consequences at home, school, or church. Gen-Z, however, grew up with a modern method of parenting that emphasized empathy and understanding, creating different expectations for authority figures. One 2012 study reported that as recently as 20 years ago, the physical punishment of children was generally accepted worldwide and was considered an appropriate method of eliciting behavioral compliance. Boccardo said that for some, a boss is expected be a mentor. For others, they expect a boss to have a more traditional, authoritarian leadership style. “What people view as “normal leadership behavior” is often simply a reflection of generational norms. Parenting has changed, and so too has our relationship with those in charge of us in other spaces outside the home,” said Boccardo. By understanding these differences, you can adapt your leadership approach to resonate across generations. Building trust and creating a workplace that feels inclusive and supportive begins with recognizing how early experiences shape expectations.
Redefine leadership for today’s workforce.
Leadership has come a long way from the command-and-control styles of the past. A century ago, leaders often relied on fear and obedience to succeed in their roles. But these days, Americans seek out value-based leadership and leaders who possess emotional intelligence when interacting with their employees. A Harvard Business Review study found that leaders who undertake a voyage of personal understanding and development can transform not only their own capabilities but also those of their companies. “While this evolution reflects society’s progress toward greater empathy, it can feel disorienting for those who grew up with different models of authority,” said Boccardo. Modern leadership also demands a deeper understanding of what motivates employees. She said that in an era where side hustles and multiple income streams are common, a paycheck alone isn’t enough to inspire loyalty— nearly half of Millennials and Gen-Z have a second stream of income, according to a recent poll. Leaders need to offer purpose, mentorship, and meaningful connections to stand out. Boccardo said that adapting to these shifts isn’t optional— growing your emotional intelligence and leadership skills is essential for meeting the needs of today’s modern workforce.
Tackle technology challenges with targeted strategy.
Technology has revolutionized work and communication, but it hasn’t come without challenges. Smartphones, social media, and 24/7 connectivity have accelerated cultural change, much like Roman roads once sped up the spread of ideas. However, this rapid exchange of information can overwhelm teams without clear-cut communication strategies. A poll of 1,000 U.S. workers in the retail, food service, fitness, and hospitality industries from September found that 83% of workers feel overwhelmed by the amount of information required to do their jobs. Boccardo said that bombarding employees with endless emails wastes time and clouds inboxes with content, while overreliance on platforms like Slack risks burying critical team updates. Her solution? “A thoughtful communication plan that prioritizes clarity and efficiency. Train your multi-generational team on how to use each tool effectively, and ensure everyone understands when and how to communicate to best serve the team.” By addressing these challenges, you can leverage technology to enhance productivity and collaboration, rather than letting it overwhelm your team.
The modern approach to work championed by Gen-Z is undeniably unique, but it’s also an opportunity to grow and adapt. By understanding their unique motivations, embracing generational differences, and evolving your leadership style, you can create a workplace that’s inclusive, effective, and ready for the future. Recognizing these shifts and meeting them with intention ensures your team is positioned for success in a changing world.