Generation Z, born between 1997 and 2012, is reshaping the workplace with its values, priorities, and fresh perspectives. Representing 27% of the global workforce in 2023 and poised to dominate by 2030, it demands more than just a paycheck—it seeks purpose, flexibility, inclusion, and autonomy. Research shows that over 60% prefer flexible or hybrid work arrangements, while 76% prefer organizations that demonstrate social responsibility and sustainability. These people align their careers with their beliefs and unique identities.
However, working with Gen Z presents challenges, including higher anxiety levels and a dislike for rigid hierarchies. A Deloitte study found that 46% feel stressed or anxious most of the time, influenced mainly by information overload and social media. Bridging this gap requires open communication, mentorship, and collaboration. Training programmes emphasizing self-confidence, resilience, and vision-building resonate well with Gen Zers, helping them connect their roles to meaningful outcomes.
To achieve the best results from Gen Z, managers should connect with them on their preferred platforms, such as social media, and address key issues they care about, like climate change. By inspiring, mentoring, and aligning with their values, organizations can empower Gen Z to excel and effectively lead the future of the workplace.
Echelon spoke with Ayanthi Philip, a corporate trainer, leadership coach, and consultant, who has supported over 15,000 participants globally, helping organizations attract and retain Gen Z talent and strengthen leadership in organizations through impactful learning experiences.
How would you describe Gen Z’s key characteristics compared to previous generations, and what are some of their shared values and beliefs?
Generation Z is reshaping workplace standards and challenging conventional corporate expectations. Organizations must align with their core values to attract, retain, and engage this dynamic group. Gen Z prioritizes inclusion, adaptability, and independence, favouring remote work and a culture that encourages self-expression. They value social responsibility, sustainability, technology, and self-care while emphasizing the importance of building unique identities on digital platforms. Embracing these priorities is crucial for companies seeking to connect with and inspire the leaders of tomorrow.
What challenges have you faced when working with Gen Z, and how did you overcome them?
I’ve observed a higher level of anxiety among Gen Z, often tied to terms like ‘imposter syndrome.’ I believe constant access to overwhelming content via mobile phones plays a significant role. Instead of focusing on practical solutions, many research these feelings, deepening their self-doubt. I recently reframed these ‘syndromes’ as simple self-doubt, sharing how, 20+ years ago, I tackled challenges with good mentors, curiosity, and persistence. While fear of failure is natural, mentorship helps Gen Z reframe fears as opportunities for growth, encouraging them to try, explore, and embrace adventure while aspiring to role models they admire.
What management strategies are most effective for leading Gen Z employees?
To effectively engage Gen Z in the workplace, managers must focus on open communication, belonging, purpose, and flexibility. Regular one-on-one conversations, straightforward onboarding, and meaningful feedback help build trust and reduce anxiety. Open access to information and transparency around team strategy and individual roles empower them to feel in control and connected.
Managers should set expectations around deadlines and work practices while fostering an environment that values collaboration, mentorship, and autonomy. Career path discussions aligned with their passions and fun and inclusive team activities also enhance engagement.
Organizations must also adapt their social media presence to showcase their purpose, values, and Gen Z-friendly work culture. Sustainability initiatives resonate deeply with this purpose-driven generation.
What training methods do you believe are most effective for Gen Z learners?
Encourage team members to share their unique skills, strengths, and areas for growth while also seeking their input on how they can best contribute and develop. In training, foster conversations about each person’s role in the team’s success, helping Gen Z visualize their impact on the bigger picture. Popular training topics for this generation include vision building, boosting self-esteem, confidence, effective communication, and mental resilience—all essential for empowering them to thrive and connect their efforts to meaningful outcomes.
Can you share an experience where you successfully connected with a Gen Z individual or group?
I spent time understanding what drives them, connecting with them on a personal level, and supporting them through personal challenges. As a trusted confidante and motivating leader, I used positive language and fostered team bonding through activities like bowling or karaoke. While I embraced work-hour flexibility and adapted to their preferred styles, I remained clear and firm on expectations and deadlines. My approach was, “I’ll adapt to how you work, but the work must be done on time,” ensuring trust and accountability.