Leading Gen Z – Time for Leaders to stop Throwing Main Character Energy

“I believe, when it comes to work ethic, Gen Z are not different from any other generation but their priorities are different and their mode of expression is different. Today, Gen Z is the largest population in the world and in India (approx. 47 cr.) and it is in everyone’s interest to give them their space and right to redefine societal norms while channelising their energy for good.”

The French Open 2025 Final between Alcaraz and Sinner was one of the most intensely fought matches ever, a first where both players were born after 2000? Welcome to the new era…a new era of tennis and a new era of Gen Z around us.
The match was fought for 5 hrs and 29 mins. Can anyone argue that to play a tennis match, a grand slam final, of that intensity and duration is representative of Lack of seriousness? Lack of commitment? Lack of focus? Lack of preparation? Lack of mental toughness, etc.? I hope not. However, look around and these are the exact terms we often hear being used for those born after 2000, the Gen Z generation at workplaces (Gen Z is generally used for those born after 1997). Have you not heard that?

I believe, when it comes to work ethic, Gen Z are not different from any other generation but their priorities are different and their mode of expression is different. Why should anyone complain about it when every successive generation has redefined the rules set by earlier generations? Handwritten letters gave way to faster but impersonal emails as generation and societal norms changed, which gave way to even faster but shorter and cryptic text messages which are now giving way to shots and reels. Gen Z is the largest population in the world and in India (approx. 47 cr.) and it is in everyone’s interest to give them their space and right to redefine societal norms while channelising their energy for good.

Here are 5 hacks for leaders to ease this generational tension at work:

Change the lens

If you spent your initial years impressing your seniors, that same need (of impressing seniors) may not hold true with Gen Z. They don’t think it’s necessary to impress anyone, especially their seniors. The generation values equality much more. This is a chance to truly embrace that ethos and for that leaders need to change the lens of looking at Gen Z as juniors.

Walk in their shoes

If you are a leader, Empathy is your foremost asset and as Satya Nadella said in his famous interview, Empathy is not a characteristic one is necessarily born with, but a strength one can cultivate with patience. To walk in someone else’s shoes, we must remember to remove our own shoes. Try to see how the world with its varied and fast emerging opportunities and challenges, look from Gen Z’s perspective and not only your own.

Up their game

Gen Z as a category is more confident and the people are resourceful too but that does not mean they don’t need help. Tagging their confidence as overconfidence or their resources as unreliable in the organisational context as most of the resources are informal and crowdsourced, neither helps the organisation nor the Gen Z associates (they are associates not employees). They represent over 30% of the society and hence organisations that adapt and mend their ways rather than expecting Gen Z to mend their way will be much seeked out as an employment source in the future. Upping their game would entail explaining the objectives and giving them the responsibility, responsibility not just of the outcome but the method and resources as well.

Suspend self interest

Most of the leaders who lead Gen Z were born before Google was born. Gaining Knowledge, then, was equal to gaining Power. This equation has been rendered redundant by Google, smartphones, and now ChatGPT/AI. Gen Z knows it well that no one knows everything that is required to know and hence they tend not to show respect to acquired knowledge and power acquired through such knowledge. They value quick learning and relearning. Getting them to work to make you look good is the surest way of losing them. Suspend such self-interest and instead co opt them into the value chain and watch performances grow.

Work it together

Gen Z have been consulted much more at home than previous generations for their opinions. A stark departure from this experience at work creates discomfort, detachment, and distrust. As leaders, consult them, take their views, work with them. Their expressive nature should be used to let them disagree constructively rather than disengagement.

I know these may sound easier on paper than to practice, but who says leading is an easy job? A great leader knows that she has to look forward to the future and the next decade belongs to Gen Z both as employees and consumers, the two fundamental pillars for any company.

Gen Z doesn’t want a boss who throws main character energy. They need a real one who listens and leads.

Author: Sachin Paranjape, CFI Coach