Over the past two decades, the American workforce has undergone a radical transformation. Today, we see four generations working side-by-side, each bringing their expectations, communication styles, values, and motivations to the workplace. However, the next five years will usher in an even greater shift—and one that every leader, manager, and HR professional needs to understand.
At the heart of this change is the rise of Gen Z and the growing influence of Millennials in leadership. Together, they are shaping a workplace that looks markedly different from what many of us were trained to expect. This post dives deep into who these generations are, how they redefine work, and what it means for corporate communication, engagement, and leadership strategy.
From “New Kids” to Management: The Millennial Evolution
Not long ago, Millennials were labeled as the entitled, phone-obsessed newcomers who didn’t respect authority and preferred avocado toast over buying homes. Born between 1981 and 1996, this generation entered the workforce during the Great Recession and grew up in a post-9/11 world. They were the first generation of digital natives and were quickly cast as rule-breakers and status-quo challengers.
Fast forward to today; that same group now represents 36% of the U.S. workforce. Globally, they make up an estimated 75% of the workforce. More than half now hold management roles and are setting the tone for how teams operate, make decisions, and support employees.
Their management style? Empathetic, people-first, and inclusive. But they’re also navigating something new—managing a generation that challenges them just as much as they once challenged their managers.
Enter Gen Z: The Socially Driven, Digitally Fluent Workforce
Gen Z, born between 1997 and 2012, is rapidly reshaping what it means to be an employee. With more Gen Z workers entering the workplace every year, they are bringing with them a dramatically different set of expectations and values.
This is the first generation where the majority identifies as non-white, the first to grow up entirely online, and the first to consume news and information through social media platforms like TikTok, Instagram, and YouTube rather than traditional outlets. Many started their careers during or after the pandemic, a moment that not only changed how we work but also how we define success, purpose, and balance.
Here’s what we’re learning:
- Gen Z employees are more likely to choose alignment with personal values over job security.
- 46% say they would choose to be “severed” if possible, pointing to burnout, disillusionment, or a fundamental disconnect with traditional work models.1
- They’re more likely to speak up, take action, and seek change when something feels off, whether changing jobs, unionizing, or turning to online communities for advice and support.
They’re not rejecting hard work. They’re rejecting an outdated way of life.
Millennial Managers and Gen Z Employees: The Workplace Culture Shift
The dynamic between Millennial managers and Gen Z employees is creating a new workplace culture where the traditional hierarchy is becoming less relevant and human-centered leadership is on the rise.
Millennial managers often try to “do better” than the generations before them. Having experienced hustle culture firsthand, many are now intentionally creating environments where boundaries are respected, mental health is supported, and collaboration is encouraged. However, in trying to be approachable, some struggle with setting clear organizational expectations, which can leave Gen Z employees aligned with their managers but disconnected from the broader company mission.
At the same time, Gen Z workers are not looking for rigid career ladders. They want growth, but not necessarily through traditional promotions. They want to be valued for who they are, not just what they do. They see their managers as partners, not bosses, and seek meaningful feedback, inclusive conversations, and alignment with values before performance metrics.
What Gen Z Wants from the Workplace
Gen Z is vocal about what they need to succeed, and their expectations are reshaping employee experience strategies:
1. Training (for everyone):
They want professional development not just for themselves but also for their managers. Training needs to reflect a modern workplace—flexible, diverse, and tailored to individual paths (not just managerial ones).
2. Structure with Flexibility:
Transparent onboarding processes, regular check-ins, and built-in mental health support are key. They’re looking for structure that doesn’t feel rigid—guidance without micromanagement.
3. Frequent, Transparent Feedback:
Forget the annual review. Gen Z values real-time feedback that is both constructive and affirming. They want to know how they’re doing, how they can improve, and that their contributions are seen.
Social Media: Gen Z’s Guide to Work
Unlike previous generations, Gen Z doesn’t default to Google or HR when they have questions about work. They turn to TikTok, Reddit, YouTube, and Instagram. Whether it’s asking for a raise, navigating conflict with a coworker, or dealing with disengagement, there’s a viral post or influencer ready to offer advice.
This matters. It means your internal messaging is competing with outside voices. And those voices are often more aligned with how Gen Z thinks and communicates—short-form, authentic, and emotionally resonant. To connect with this generation, corporate communication must evolve, too. It’s not just about where the message is delivered but how.
Rethinking Maslow’s Hierarchy—Work Edition
Gen Z is redefining what “success” means at work. It's no longer about climbing the ladder or earning the biggest paycheck. It’s about fulfillment, contribution, and alignment.
If we apply Maslow’s hierarchy of needs to the workplace, it looks something like this:
- Physiological: Fair pay, rest, health insurance
- Safety: Job security, psychological safety
- Belonging: Connection to coworkers and authentic relationships
- Esteem: Recognition, growth, confidence-building feedback
- Self-Actualization: Living your values and reaching your highest potential
The workplace must support each of these levels—not just with perks, but with real policies, inclusive culture, and empowered leadership.
How Leaders Can Show Up Differently
Meeting this moment requires more than policy changes; it requires a mindset shift.
- Don’t dismiss their behavior as laziness or entitlement. Gen Z’s rejection of traditional models reflects different priorities, not a lack of ambition.
- Be online. Understand where Gen Z is consuming information and what voices they’re listening to. Follow workplace influencers, track HR trends on social media, and bring that insight into your leadership approach.
- Recognize that communication needs to change. Gen Z doesn't just need different platforms; they need different tones, messages, and more transparency.
- Use experience as context, not a blueprint. Understand that what worked 10 years ago might not land today. Flex your leadership style to meet your audience where they are.
Both Things Can Be True
One of the most powerful takeaways from conversations with Gen Z is this: nuance matters.
Yes, some are skeptical of traditional career paths. And yes, some want to make a significant impact. They can simultaneously crave structure and resist hierarchy. They can wish to have flexibility and accountability. They may quote TikTok trends one minute and ask deep questions about purpose the next.
Understanding and honoring this complexity is the key to building trust and retaining talent.
The Future Belongs to Those Who Listen
In a few short years, Gen Z will be the dominant force in the workforce. And while their entry has sparked plenty of generational debates, the truth is simple: they’re not going to conform to the systems of the past. Instead, they’re shaping the systems of the future.
Leaders who take the time to understand their teams, adapt their approach, show empathy, and communicate in meaningful ways are the ones who will succeed.
