You Can’t Manage Gen Z Like It’s 2013

They ask questions we never thought to ask.
They send calendar invites for things we would have called spontaneous.
They care about purpose, not just paychecks.
And they will leave your company if your values only live on posters.

I am talking about Gen Z. The youngest generation in the workforce.
And in the last couple of years, they have challenged how I think, lead, and even listen.

No One Follows You Just Because You Are the CEO

Earlier in my career, people often respected hierarchy.
Today’s younger professionals do not follow job titles. They follow clarity.

I have learned that if I am not willing to explain the why, I cannot expect buy-in.
It is not defiance. It is a hunger for alignment.
When someone asks, why are we doing it this way, I have stopped seeing it as resistance.
It is curiosity.
And sometimes, they are right to question it.

The best Gen Z hires I have worked with are fast, self-aware, and deeply observant.
They are not here to clock in. They want to grow. But only if the growth feels real.

They Notice Everything, Especially What You Do Not Say

This generation is emotionally sharp.
They can sense misalignment quickly.
Between what leaders say and what they do.
They will spot a toxic work dynamic long before it gets labeled.
They do not need three years to figure out what used to take us five.

At Ergode, I have seen how Gen Z team members raise red flags early, suggest improvements with confidence, and expect feedback loops that actually work.
It has made me more accountable in the way I communicate and more thoughtful in the way I lead.

They Are Not Lazy. They Are Honest.

There is a narrative that Gen Z does not want to work hard.
But what I have seen is they simply refuse to work pointlessly.
They will not tolerate outdated systems that waste their time.
They would rather automate than struggle manually. And I do not blame them.

They want to know that their work creates impact.
They want mentorship that feels human.
And they want flexibility, but not because they are avoiding responsibility.
They just want to feel trusted.

They Are Already Ahead with AI

One thing I have noticed with Gen Z is how naturally they work with AI.
They are not waiting for training. They are already exploring tools, testing prompts, and finding ways to make everyday work faster.
They do not just use AI to save time. They use it to solve problems that others have stopped questioning.
It has reminded me that adaptability is not about knowing everything.
It is about being willing to experiment, to ask better questions, and to stay curious even as the rules change.

The Leadership Shift

Working with Gen Z has not made me a softer leader.
It has made me a clearer one.

I have had to slow down to listen better.
I have had to unlearn habits that rewarded silence over dialogue.
And I have learned that the best way to lead the next generation is to stop pretending you know everything and start showing that you are willing to learn too.

There is a lot Gen Z still has to learn.
But there is even more we can learn by listening to them.
Not as a trend, but as a mirror.
Because sometimes, what makes you a better leader is not experience.
It is who you choose to evolve with.

If this sparked something for you, I would love to hear your thoughts.
Drop a comment here or on LinkedIn. I read every one.

Regards,
Rupesh

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If you are someone from Gen Z who looks at the world with curiosity, thinks in systems, and is excited by impact more than titles, we are building for you.
We are always looking for sharp minds ready to learn, question, and lead.
Feel free to reach out.