You don’t have to agree with how Gen Z thinks.

You don’t have to love their preferences, or even fully understand them.

But if you're leading a team in 2025 — you'd better start adapting to them.

Gen Z already makes up nearly 1 in 5 people in the workforce. In less than a year, they’ll represent almost 30%. They’re young, ambitious, and yes — still figuring it out.

But here’s the reality: If you want to attract them, keep them, and get the best out of them, you have to lead them differently than past generations.

I recently sat down with two Gen Zers — Isaac and Isabelle — who recently entered the workforce to talk about their real experiences job hunting, getting hired, and working inside companies today. No scripts. No filters. Just honest insights from two people living it.

You can watch it right here.

Here are 3 things I walked away with — and 3 ways leaders can adapt without lowering the bar.

3 Ways Leaders Can Adapt to Gen Z
(Without Lowering the Bar)

Replace micromanagement with clarity and autonomy.

Gen Z doesn’t want someone breathing down their neck.

But that doesn’t mean they want to be left in the dark, either.

They thrive in environments where they’re given clear expectations, regular feedback, and the freedom to execute in a way that works for them.

Isabelle shared how meaningful it was when her manager said, “We hired you for a reason — I trust you.” That kind of trust goes a long way.

What to try:

• Set weekly or biweekly touchpoints instead of hovering daily.

• Focus on outcomes, not hours.

• Invite them to share ideas — then actually listen.

Make your hiring process more human.

This generation is entering the workforce full of uncertainty. When they apply to a job, they’re not just looking for a paycheck — they’re looking for connection, clarity, and a fair shot.

Isabelle applied to over 40 jobs and heard back from just five. The rest? Total silence.

That same silence, by the way, is the behavior employers complain about when Gen Z “ghosts” interviews.
Where do you think they learned it?

Respect in the workplace starts before they’re even hired. If your hiring process is cold, confusing, or inconsistent, you're already starting off on the wrong foot.

What to try:

• Follow up with every candidate, even if it’s a “no”.

• Be clear about next steps and timelines.

• Put a human tone into every stage of communication.

Respect their priorities (without compromising yours).

Gen Z values work/life balance more than any generation before them. That’s not a red flag — it’s a shift.

They’re not saying they don’t want to work. They’re saying they don’t want to live only to work.

Isaac even accepted a lower-paying job because it had more work/life balance.

Flexibility, autonomy, and meaningful work environments aren’t just “nice to haves” — they’re deciding factors.

But here’s the thing: When Gen Z feels respected, they give that respect back — in performance, loyalty, and creativity.

What to try:

• Offer flexible options with clear accountability.

• Talk openly about boundaries and burnout.

• Build a culture where results matter more than appearances.

Adapting to Gen Z doesn’t mean lowering the bar.

It means raising your game as a leader.

This generation has plenty to learn. But so do we.

If we stop blaming and start leading better, I believe we’ll see better effort, stronger retention, and real results.

For more on how to adapt to Gen Z, watch my conversation with Isaac and Isabelle.