17 Ways Gen-Z Is Reshaping The Workplace: Expert Tips For Leaders

Forbes

4 hours ago

As Gen-Z enters the workforce in greater numbers, their impact is already undeniable. From demanding purpose-driven work to prioritizing mental health and authenticity, this generation is challenging traditional workplace norms and redefining success on their own terms.
The digital fluency, entrepreneurial spirit and values-first mindset of today's young employees are pushing organizations to rethink how they attract, engage and retain talent. Here, 17 members of Forbes Coaches Council share key insights on how Gen-Z is transforming the workplace and explore how leadership may need to evolve in response.
Gen-Z is redefining the game—they don't just want a job; they want growth. They crave mentorship, flexibility and a clear path forward. They're not lazy; they're intentional. Leaders must step up and coach them, not just manage them. You must give them room to breathe and a mission to run toward. If you invest in their potential, they'll bring passion, purpose and performance. - Robert Gauvreau, Gauvreau | Accounting Tax Law Advisory
Gen-Z brings a unique digital-first mindset to their work. Their tech fluency allows them to adapt to new tools and platforms, fostering collaboration and driving innovation. Leveraging their digital solutions to tackle complex problems allows companies to stay ahead of the curve. Gen-Z is at the forefront of innovation and realizing the full potential of tech-enabled business transformation. - Susan Murray, Clearpath Leadership
Gen-Z is changing the workforce by questioning why we do things the way we do. This generation is more diverse and digitally fluid than any in the past; many of them experienced a major shift in the way they were educated during the pandemic. This powerful combination makes them more likely to challenge 'the way things have been done' and ask if it is the best way forward. Leaders should embrace it! - Jill Helmer, Jill Helmer Consulting
There has historically been a taboo about discussing one's mental health struggles in the workplace, but this doesn't seem to hold true for Generation-Z. On this account, they have already opened a door to having conversations that would have once been unimagined in the workplace. Whether or not leaders appreciate their candor, it is an opportunity to listen and learn. - Carol Geffner, Geffner Group, LLC
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Gen-Z is bringing authenticity to the workplace. Professionals are more willing to be themselves in the workplace and expect their managers to reciprocate. Today, there is less separation between work and home, with Gen-Z professionals sharing more of themselves with their co-workers. We've realized it is okay to talk about your family, share your dreams and express your frustrations with peers. - Kathryn Lancioni, Presenting Perfection
Gen-Z is changing the workforce by prioritizing values-driven work and workplace authenticity. They want to work for organizations that align with their personal values, embrace diversity and foster transparent, inclusive cultures. Leaders should respond more intentionally and be vocal about their organization's purpose, ethical practices and social impact. - Curtis Odom, Prescient Strategists
Gen-Z is bringing an entrepreneurial mindset to the workplace—they value purpose, growth and meaningful engagement over blind loyalty. They won't stay where they feel unseen or unsupported. Leaders should respond by fostering connection, offering growth opportunities and showing genuine interest in their development to retain and empower this driven generation. - Dr. Marita Kinney, BCC, Msc.D, Pure Thoughts Publishing and Wellness
Gen-Z's social consciousness and responsibility are reshaping workplaces with new perspectives and expectations. They often prioritize employers whose values align with their own, especially regarding social and environmental impact, expecting a genuine, demonstrable commitment beyond profit through concrete actions, transparent reporting and measurable impact. - Donna Grego-Heintz, UpWords
I surround myself with Gen-Z interns, and it has transformed my productivity. Gen-Z cohorts have great ideas on how to get things done efficiently and can redesign your processes for the better if you share what the outcome or deliverable you are shooting for is. Then, you can let them figure out how to make it happen. They will! - Katy MacKinnon Hansell, Katy Hansell Impact Partners
Gen-Z wants work that has meaning, impact and fulfillment. When interviewing, instead of asking what they want out of the job, you should ask your Gen-Z candidates what they envision for their lives. If they say, 'I want to own my own business someday,' focus on the aspects of their job that help them build the experience, skill and knowledge for their future dream. The mundane will become meaningful. - Edward Doherty, One Degree Coaching, LLC
With the influx of Gen-Z into our workforce, companies and managers must step up their employee engagement capabilities! Money is a necessity, but no more than experience. Gen-Z tends to be a pragmatic group. You must give them purpose, develop capabilities, clarify essential boundaries and then give them the flexibility to do their jobs. It will get done, so don't waste their time with bureaucracy! - Steven Dealph, Dealph Consulting Partners
Gen-Z craves autonomy more than older generations. They want more trust, flexibility and a voice at the table. Leaders must shift from command-and-control to coach-and-empower. They should create space for ownership by asking, not telling. Then, you can let them build the solution, not just follow orders. That autonomy breeds engagement, innovation and accountability for this generation. - Alex Draper, DX Learning Solutions
Gen-Z is discerning about organizations and cultures. They are choosing to join and stay at companies that match their values and beliefs, and they desire to contribute fully and become change agents. Leaders need to recognize and understand that questioning how things are done and inviting new perspectives is second nature for this generation, not a sign of rebellion. Leaders must embrace new ways of thinking. - Kristy Busija, Next Conversation Consulting
Gen-Z is prioritizing autonomy and work-life balance over traditional leadership roles. They seek purpose-driven work rather than hierarchical advancement, valuing mental well-being. Leaders should respond by adopting a coaching approach, fostering transparency and encouraging reverse mentoring. This builds trust, enhances engagement and aligns with Gen-Z's collaborative values. - Dr. Adil Dalal, Pinnacle Process Solutions, Intl., LLC
In my experience coaching Gen-Z, they bring a distinct 'zig-zag' mindset to their careers. They zig into a role eager to learn and grow, then start looking to zag into their next challenge. Rather than trying to prevent the zag, leaders should plan for it. One person's zag creates space for another's zig, bringing fresh energy, new ideas and continuous renewal to the team. - Gabriella Goddard, Brainsparker Ltd
Gen-Z isn't waiting to earn a seat. They expect to be seen, heard and developed from day one. They won't stick around for rigid leaders or vague promises. To keep them engaged, leaders need to adapt their style, open two-way conversations and invest early in growth. Respect is the new retention strategy. - Kelly Stine, The Leading Light Coach
Gen-Z has normalized 'career porosity'—fluid movement between professional identity and personal values. Leaders must build 'purpose bridges' to connect organizational goals with individual meaning. When my client replaced generic missions with personal impact narratives, retention doubled. Tomorrow's talent isn't asking, 'What's my job?' but rather, 'What's my contribution to something bigger?' - Nirmal Chhabria