Many today say that young people do not have a decent work ethic, do not want to work, and are difficult to lead. I disagree with this! I think our job as leaders is to find ways to lead this upcoming generation with what they crave and need from us. The younger adults (ages 18-28) that are entering or recently joined the workforce (often referred to as Gen Z) are unique compared to my generation (Gen X), but they still want to work and genuinely do a good job. When it comes to leading the next generation, I’ve noticed five areas that are important.

1. Vulnerability– In the post-COVID era, this age group values openness to failure and pain. They want leaders who can show that being vulnerable is not a weakness. We should be honest when things do not go well, sharing real stories and owning up to mistakes. This builds trust. Life is tough and full of struggles. Things will not always go right, and it’s okay to fail. That’s how we grow.
2. Authenticity– With all the “fake news” and division in the world today, Gen Z wants leaders who are genuine and transparent. They want the real you at work. They do not want a put-on persona or for you to tell them what you think they want to hear. Be believable and caring. They will connect with you when you are yourself.
3. Humility– This age group loves to serve, and they want leaders who want to serve. They look for leaders who do not see themselves as better than others but look to help others be successful. This generation has witnessed too many leaders who take advantage of their position and power, and they are starving for autonomy and empowerment. They simply want grounded leadership.
4. Caring– This upcoming generation wants to know you care and that they are valued as individuals. They want to work with and for someone who listens, looks to understand, and sees them as individuals and not just as performers. They want you to inquire about their lives and take an interest in their overall well-being. For example, acknowledging the importance of mental health and providing resources or support for mental well-being can make a significant difference. Offering benefits that allow for access to EAP or counseling services and promoting a healthy work-life balance are highly valued.
5. Direction and Support– They want someone who invests in them. They want to grow personally and professionally. They enjoy feedback on how they are doing and how they can improve. They want you to show them what needs to be done and then follow up with support and encouragement. They want specific direction while being empowered and free to execute. The rise of remote and hybrid work models has shown that flexibility is crucial. Providing options for flexible work schedules and remote work can help meet their needs for autonomy and balance.

I enjoy leading the young adults who are going to be the upcoming leaders for our teams and companies. They know what they want, and even though it is different from what I wanted at that same age, I do think they genuinely want to work and do an excellent job. Their needs and terms are different, and if we as employers and leaders can offer that, then we will see a hard-working group of people who will make a difference in the future.