𝗚𝗲𝗻 𝗭 𝗪𝗼𝗿𝗸𝗲𝗿𝘀: 𝗞𝗲𝘆 𝗧𝗿𝗮𝗶𝘁𝘀 & 𝗛𝗼𝘄 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗖𝗮𝗻 𝗔𝗱𝗮𝗽𝘁

After watching a few webinars, including one through Westpac Smart, and many discussions, I spent some time reflecting on the various Gen Z narratives going on at the moment.

I think there is stubbornness from more traditional leadership, which is not the fault of this particular generation but more of the lack of self-reflection by older leadership. Yes, I know that will ruffle a lot of feathers. But if it does, it kind of proves my point.

So, below, I’ve tried to put together a list of common traits of Gen Z. Obviously, individuals are going to vary, and it is quite broad and general, but I reckon it covers the main ones seen regularly and definitely some of the ones that cause challenges for more traditional leadership.

Digital Native

Gen Z is accustomed to instant access to information and technology, making them self-sufficient problem solvers. This is a double-edged sword, though, and mentoring will help here.

Employers need to provide a tech-enabled environment with easy access to resources and tools to support autonomy. Reading paper manuals will be less effective.

Gen Z are Purpose-Driven

They seek meaning and personal alignment in their work, not just a paycheque. It’s not “all about them”, which is an often-misattributed trait associated with them.

Employers should connect the company’s mission to personal values and demonstrate how employees’ work impacts the greater good.

Politically Savvy and Socially Conscious

Gen Z is highly informed and vocal about social and political issues, expecting employers to take a stand. If not taking a stand, at very least, keep politics out of the workplace. Sounds like a contradiction, but conflict is not how they operate.

Companies should actively engage in social causes and ensure their actions match their words on issues like diversity and sustainability. This is not “woke”; it is empathy. Something modern leadership has to embrace to thrive.

Work Smarter, Not Harder

They prioritise efficiency and results over traditional hours worked, leveraging technology to maximise productivity.

Employers should focus on outcomes rather than hours worked, embracing flexible schedules and agile workflows. The words “because we’ve always done it this way” will not land well with Gen Z.

Desire for Variety and Growth

These workers tend to stay in jobs for shorter periods, seeking new experiences and career growth rather than long-term stability.

Companies should offer diverse career opportunities and personal development programs while being open to shorter-term engagements. Moving them through different departments every 6-12 months, for instance.

Self-Aware and Emotionally Intelligent

Gen Z values mental health and emotional well-being, along with self-awareness and personal growth. They have a tendency to overshare and genuinely care about their colleagues.

Employers need to prioritise mental health support, offer professional development, and foster a culture of feedback and well-being.

Entrepreneurial Spirit

Many Gen Z workers have a side hustle mentality and an entrepreneurial drive.

Gen Z thrives when given autonomy, ownership, and the freedom to innovate in their roles. Don’t give them this, they will soon leave.

Preference for Digital Communication

Gen Z favours digital communication platforms over traditional face-to-face interactions.

Employers should embrace digital-first communication, using tools like Slack, Teams,  or video calls to maintain efficient collaboration. Face to face is still important in the workplace, but they do work better online.

Desire for Flexibility

Flexibility in work location and hours is a key priority for Gen Z.

Employers really need to offer flexible work arrangements, including remote work options where possible, to meet Gen Z’s expectations for work-life balance. RTO is not going to work long-term with your professionals.

Final Thoughts on Gen Z

In my opinion, to effectively engage Gen Z, employers must move away from rigid, traditional workplace structures and adopt more flexible, purpose-driven, and tech-enabled environments where innovation, autonomy, and well-being are prioritised.

Gen Z is a growing segment of the workforce, and as more “Boomers” and Gen Xers retire, change will be essential.

I’ve worked a lot with Gen Z, and yes, I have had times when it can be incredibly frustrating. But instead of fighting to get them into a box, I honestly think employers and managers need to do a bit of self-reflecting on why they want to force Gen Z to change.

In closing, I’m not a psychologist, but I’ve done a few papers. These are just points from my experiences and recent research.

Would love to discuss this in the comments. What do you think?