How Gen Z Is Transforming the Workplace and What Leaders Need to Know
David Fisher is an award-winning international speaker, executive communication coach, actor, and author. Named one of Los Angeles (LA) Weekly’s “Top 30 Entrepreneurs to Watch” and a Top 10 Speaking Coach by Yahoo Finance, David brings over two decades of experience helping teams communicate and lead with passion, clarity, and intention.
Gen Z is more aware of mental well-being than any previous generation. They also feel more anxiety. If your leadership training hasn't been updated recently, you're probably noticing this. By 2026, Gen Z, born roughly between 1997 and 2012, makes up more than 30% of the global workforce.
Gen Z's average career job tenure is just 1.1 years. That's the shortest of any generation. In working with various organizations around the world, I know that most of the time, it takes this long to train someone. Which means you’re just spinning your wheels!
The number that should keep you awake at night
When Gen Z employees are satisfied with being recognized, seen, heard, and acknowledged, they report 61% good mental well-being. When they are dissatisfied, that drops to 41%. A 20-point swing tied to a single, controllable variable.
It means psychological safety, the ability to connect and communicate, is critical to their success within your organization. They understand, more than any previous generation, the anxieties of an uncertain world and the science of mental and emotional well-being. They want to have purpose in their work more than a bigger paycheck.
Gen Z needs it to be woven into the fabric of how work happens. An award ceremony or parking spot won’t do it.
Why they're leaving, and it's not about money
Only 23% of Gen Z prefer working entirely remotely, compared with 35% of Millennials and Gen X. Working from home matters less, which is not surprising since connection matters more. They are also more likely not to have kids, are single, and still need that social connection that older generations sometimes lack due to family obligations. The nature of the type of work can also play into this. But all of this is anecdotal, the fact remains that engagement is a top priority for the younger workforce.
The top reasons Gen Z leave
They can't see their growth. They need clear visibility into how their skills are developing. "Here's what excellent performance looks like. Here's your current level. Here's what's possible in 12 months." Do your managers know how to communicate this?
Their manager doesn't actually see them. They need real conversations and real connection. Simon Sinek says this takes energy, and he’s right. It’s an investment of energy from your leadership team. I’ve seen it over and over again, it’s one that pays off.
The organization's values don't match reality. Nearly half of Gen Z are extremely engaged with environmental and sustainability concerns. If your organization talks about ESG, but doesn’t really follow through, they’ll disengage and leave. After all, it’s the world we are leaving for them.
Work-life boundaries get violated. Nearly 95% of employees say respecting work-life boundaries is vital for mental well-being. Gen Z will not sacrifice their well-being for work. If your work requires that balance to be, unbalanced, you’re going to lose a vital part of your present and future workforce. Does this require restructuring of your organization?
What Gen Z actually respects
Transparency. Clarity. Genuine connection. When expectations are clear and culture is strong, Gen Z seeks out feedback, asks for more responsibility, and works hard! They don't want coddling, they want direction. They want to know they are relevant.
Most of all, they want to work for someone who is authentic. A manager who admits when she doesn't have all the answers or is building something meaningful means a great deal to Gen Z. We all want to be a part of something bigger than ourselves, for Gen Z, this is something that they believe is attainable!
A question for your leadership team
Do your one-on-one meetings include conversations about growth, feedback, and well-being? Or are they just status updates? Does your organization provide clear visibility into how Gen Z can grow their skills? Or do they have to guess? Are your leaders trained to build genuine connections? Or are they just managing tasks?
The bottom line
Organizations investing in leadership training specifically focused on Gen Z engagement, clear feedback, and building meaningful connections see immediate improvements in retention.
A word of preparation
Gen Z grew up online. Moreover, COVID struck during the important developmental years when their critical social skills should have been explored. Now we have AI leading us even further away from human connection.
This challenge to connect and communicate with your generationally diverse team is NOT easy, but it's necessary. Not just for the health of your organization, but for an entire generation! Invest in your Gen Z, it will pay off.
Read more from David Fisher
David Fisher, Global Public Speaker & Communication Coach
Through A Culture of Us™, David Fisher teaches companies, institutions, and everyday leaders how to work with passion, communicate with clarity, and lead with intention, all toward strengthening their connections to create positive change, while having fun along the way. His keynotes, workshops, coaching sessions, and trainings are not just about bettering communication and leadership, they are about genuine transformation. His approach is simple, A Culture of Us™ helps each of us tap into the hero within and use that power to work with others and lead with vulnerability and strength.
