24-07-2025
What Gen Z expects from CEOs and why most are failing
As the world plunges deeper into a digital-first, purpose-driven economy, the disconnect between corporate leadership and the expectations of Gen Z is no longer a subtle generational gap rather it's a full-blown crisis. According to Deloitte's 2024 Global Gen Z and Millennial Survey, 75% of Gen Z employees say they would leave a company that doesn't align with their personal values. Yet, less than 30% of Fortune 500 CEOs even mention social justice, sustainability, or mental health in their public no longer just talking about a different "work style." Gen Z, the first truly digital-native generation, demands a completely new leadership operating system. Most CEOs are still operating in Windows Gen Z Actually Wants (And It's Not Ping Pong Tables)Let's cut through the noise. Gen Z doesn't want performative culture. We want authenticity, accountability, and action. Based on conversations within founder groups, employee town halls, and platforms like Blind, here's what defines effective leadership in the eyes of Gen Z:1. Radical TransparencyInternal pay bands. Company runway. Investor sentiment. All open.67% of Gen Z employees say they distrust companies that do not share their financial status or salary structure (PwC Workforce Hopes & Fears Survey, 2023).
2. Values Over OpticsDEI and climate statements are meaningless without budget and board like Patagonia's Ryan Gellert or Canva's Melanie Perkins resonate because they act, not announce.3. Well-being as Infrastructure, Not Perks58% of Gen Z employees report burnout symptoms weekly (McKinsey, 2024).Offering Calm app subscriptions doesn't solve a toxic work culture. Having psychological safety, manager training, and 4-day work weeks might.4. Digital-Native CommunicationQuarterly memos are dead. Leadership now requires Slack threads, podcast updates, AMAs on Z doesn't follow authority, it follows credibility. And credibility is built in CEO Archetype Is ObsoleteHistorically, the CEO was a commander. Then a consensus-builder. Now, Gen Z wants a creator-operator:Creator: Someone who thinks and builds in public, shares rough drafts, interacts with users on X or Threads, and isn't afraid to say "I don't know."Operator: Someone who gets their hands dirty with product, community, and feedback loops. No more ivory Tobi Ltke (Shopify), who codes. Or Alex Bouaziz (Deel), who tweets roadmap updates before press releases. That's real-time, high-trust Z Isn't Soft. It's suggesting Gen Z is disloyal or disengaged miss the mark. What this generation exhibits is selective loyalty. They will commit fully but only to leadership that has earned their during a period of institutional collapse, from climate chaos to economic volatility, Gen Z possesses a sharp radar for performative leadership. They don't expect perfection. They expect CEOs Can Catch Up (and Stay Relevant)Audit Cultural RelevanceWhen was the last time the CEO spoke with a 24-year-old analyst? Can leadership list the top three Glassdoor complaints?Treat Culture Like ProductadvertisementCulture is no longer HR's job alone. It needs a cross-functional owner, a feedback loop, and a Gen Z Advisory CouncilEstablish a shadow board of employees under 30 to pressure-test ideas, flag blind spots, and keep leadership Isn't OptionalBy 2025, Gen Z will represent 27% of the global workforce (World Economic Forum). Leaders who fail to understand this demographic will struggle not just with retention, but with clock is ticking. Evolve or risk leading a company no one wants to work inputs from By Aayush Puri ,Head of ANAROCK Channel Partners and ANACITY- Ends
