Leading Gen Z Without Losing Your Mind

If leading Gen Z feels more confusing than rewarding, you’re not imagining it. The gap is real—but it’s not impossible to close. A few smart shifts in how you lead can make all the difference.

Do you feel as if the older you get, the younger they seem?

Twenty-somethings are entering the workforce and frustrating forty- and fifty-something managers with their apparent lack of motivation, their carefree attitude, and their unwillingness to tolerate a work environment that doesn’t meet their (seemingly) unreasonable demands.

Do you find yourself working with twenty-somethings and feeling confused by them? You’re not alone. Whether they’re your subordinate, your client, your friend, or (my heavens!) your supervisor, knowing what’s important to them will make those relationships stronger.

As the American workforce ages, companies have no choice but to hire the next generation—Gen Z. The challenge is that Generation X, the Boomers, and even Millennials often have little more than a clue how to deal with them. I’ve lost count of how many forty-, fifty-, and sixty-something managers have asked me:

“What do I do about these young people?”
“How do I motivate them?”
“How do I retain my best talent?”

Many of these twenty-somethings are incredibly talented. They also know their skills and knowledge are in high demand. They’re not motivated by outdated management styles or top-down leadership. And they won’t tolerate any of it.

If they encounter that kind of culture, they’ll walk or worse, stay and be mad about it.

Honestly? I can’t say I blame them.

And the news isn’t great for us: they’re not going to change. Which leaves only one option.

What? You don’t think you’re the one who needs to make the adjustment? Pack your bags or close the shop now—this tension isn’t going away. The “old folks” are going to have to be the ones to evolve.

Here are your choices: change or flounder.

What? You don’t think you’re the one who needs to make the adjustment? Pack your bags or close the shop now—this tension isn’t going away. The “old folks” are going to have to be the ones to evolve.

Here are your choices: change or flounder.

What do they want? And how can we lead them without losing our minds?

Here’s a few things they want they may not be able to articulate:

Acknowledgment.

They want to be recognized—not vaguely, but specifically—for their real contributions. “Good job” won’t cut it. That’s not acknowledgment; that’s autopilot praise.

Authenticity.

If you’re not being real, they’ll see right through it. If you’re not telling the truth or you’re phoning it in, your credibility takes a hit—and you won’t get it back easily. This generation is perceptive, literal, and not afraid to say, “That’s not accurate,” even in public.

Inspiration over engagement.

They’re already engaged. That’s the baseline. What they want—what they will stay for—is inspiration. They want to do work that matters. They want to go home every day feeling like they made a difference—and they want you to feel that way, too

So what’s the move? How do you lead them? Start here:

Find your own inspiration.
If you’re not inspired, how can you expect them to be? Find what lights you up. Then find out what lights them up.

Tell the truth.
Always. If someone carried the project, give them credit. Don’t hide behind your title or vague “teamwork” language. They want straight talk.

Acknowledge what you see.
Watch what they’re doing. Skip the fluffy praise. Tell them exactly what they did and how it made a difference. And keep your ego out of it.

Do these three things and you’ve got a real shot—not just at retaining great Gen Z talent, but at leading in a way that actually works in 2025.

Want to understand the younger workforce better? Let’s talk

 The first conversation is always free.

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https://calendly.com/mattisongrey/info-session