July 10, 2026 | Industry Insights
The internet is full of jokes about Gen Z at work. They're often portrayed as unmotivated, entitled, and eager to become managers before they've earned the experience. But beneath the memes lies a very different reality.
The oldest members of Generation Z have now entered their late twenties and early thirties, and many have already stepped into leadership positions, managing teams, making strategic decisions, and influencing workplace culture. As older generations continue to retire, Gen Z is rapidly moving into supervisory and management roles, accelerating one of the largest leadership transitions in decades (Forbes, 2026).
For HR leaders, the question is no longer whether Gen Z will become managers, but whether your organization is prepared for how they will lead. Understanding their expectations, leadership style, and workplace priorities will be essential for building resilient, high-performing teams in the years ahead.
1. How Gen Z Leads
As Gen Z enters management, they are redefining what effective leadership looks like. Rather than relying on hierarchy or authority by title, they tend to value collaboration, transparency, and purpose. For this generation, authority and credibility are earned through trust, competence, and authenticity—not simply granted by position (20 Something, 2025).
Their early careers have also shaped their approach, as many Gen Z professionals entered the workforce during the COVID-19 pandemic, beginning their careers remotely or in hybrid environments. This experience accelerated their expectations around digital collaboration, workplace flexibility, and employee well-being—priorities that continue to shape how they manage today (Forbes, 2025).
Research supports this shift. Deloitte's 2024 Gen Z and Millennial Survey found that coaching, learning opportunities, meaningful work, and supportive leadership are among the strongest drivers of employee engagement and retention. As managers, Gen Z is more likely to foster open communication, provide continuous feedback, and create psychologically safe workplaces where employees feel comfortable sharing ideas and contributing to decisions.
While every leader is different, these emerging trends suggest that future leadership will place greater emphasis on empathy, collaboration, and continuous development than on traditional command-and-control management styles.
2. Preparing the Next Generation of Leaders
Successfully preparing Gen Z for leadership requires more than promoting high-performing employees. Organizations must develop the capabilities needed to lead increasingly diverse, fast-changing, and technology-driven workplaces.
According to Forbes (2025), tomorrow’s leaders require strategic thinking, sound decision-making, resilience, change leadership, and the ability to develop future talent. Equally important is recognizing that effective managers do not need to have every answer before stepping into leadership—they need a strong foundation, a growth mindset, and the right support systems to continue learning.
Organizations can accelerate this transition through structured leadership development, coaching, mentoring, and continuous feedback. At Fisher, we support organizations in developing future-ready leaders through executive and managerial coaching, customized leadership training programs, and leadership assessments and feedback tools. By investing in leadership development early, organizations can build stronger, more resilient leadership pipelines equipped to meet the demands of an evolving workplace.
Looking Ahead
The future of leadership isn't coming—it's already here. Despite the stereotypes that often dominate conversations about Gen Z in the workplace, this generation is already reshaping leadership expectations. Organizations that invest in developing their next generation of leaders will be better positioned to build resilient teams, strengthen leadership pipelines, and adapt to an evolving world of work. Leadership is no longer defined solely by experience or tenure, but by the ability to inspire, collaborate, and lead through change. Preparing the next generation of leaders is not simply an investment in people—it's an investment in the future success of the organization.
References:
Forbes EQ. (2025, April 2). The evolution of work: How Gen Z is reshaping leadership and workplace culture. Forbes. https://www.forbes.com/sites/forbeseq/2025/04/02/the-evolution-of-work-how-gen-z-is-reshaping-leadership-and-workplace-culture/
Perna, M. C. (2026, May 26). The future of leadership depends on preparing Gen Z now. Forbes. https://www.forbes.com/sites/markcperna/2026/05/26/the-future-of-leadership-depends-on-preparing-gen-z-now/
20 Something. (2025). Authority: Earned, not given. https://www.20something.be/gen-z-leadership/
