A director I coach recently shared her frustration with a Gen Z employee. “It’s a respect thing,” she told me. “Some of it is the casualness with which he approaches the job… and some of it is the fact that he talks to me like he’s chatting with his friends on the weekend.” While her concerns were valid, I explained that this isn’t about disrespect — it’s about shifting workplace norms.
Gen Z is reshaping the workplace in bold ways, bringing a more relaxed and egalitarian approach to professional interactions. They’re also sparking plenty of conversation along the way — a recent LinkedIn post I shared on this very topic racked up over 20 million impressions and sparked intense debate in the comments. While some managers may interpret Gen Z’s leanings as a failure to recognize traditional status, it’s actually part of a larger cultural change that reflects Gen Z’s values and workplace expectations. Instead of bristling at this trend, savvy leaders can embrace it to build stronger, more connected teams. Here’s why Gen Z avoids calling you “boss” — and how you can lead them effectively.
Collaboration Outweighs Hierarchy
Many Gen Z employees view workplace dynamics as a web of collaboration rather than a chain of command. They prefer leaders who are approachable and willing to roll up their sleeves alongside them. For Gen Z, authority isn’t granted by title alone — it’s earned through authenticity and competence.
Manager Tip: Emphasize a “we’re in this together” mindset. Engage Gen Z employees by inviting their ideas, giving them parts of a meeting agenda to lead, and modeling teamwork over authority.
Authenticity Drives Connection
Gen Z places a premium on realness. They respect leaders who are transparent about challenges, willing to admit mistakes, and demonstrate genuine care for their people. Putting an authority figure on a pedestal can feel overly formal or even performative to them.
Manager Tip: Focus on building rapport. Rather than relying on formality, spend time connecting with Gen Z employees through regular one-on-one check-ins where they can share ideas, concerns, or personal wins. Don’t succumb to the pressure to appear bulletproof, they’ll value you showing some vulnerability when you don’t have all the answers.
Flat Communication Wins Trust
Growing up in digital spaces where everyone has access and a voice, Gen Z is accustomed to interacting with people across levels. They don’t automatically defer to hierarchy; instead, they value open dialogue and transparency and expect their voices to carry weight.
Manager Tip: Create ongoing channels for open feedback. Whether through anonymous surveys, Slack channels, or informal brainstorming sessions, show that you value their input as much as anyone else’s.
Leadership Is Earned, Not Assigned
Gen Z tends to view leadership as an earned behavior rather than something attached to tenure or a title. They respect those who inspire, teach, and empower — regardless of where they fall on the org chart.
Manager Tip: Demonstrate leadership through action. Show that you’re willing to mentor, coach, and freely share knowledge rather than relying on your rank alone. You can also inspire this group by sharing the “why” or bigger purpose behind their day to day work (i.e. improving patient safety, achieving financial security, or helping an underserved community).
The Gen Z Leadership Shift
Gen Z’s approach to authority and workplace interactions is rooted in a deep desire for collaboration, authenticity, and equitable consideration. Growing up in an era where poor leadership was often called out publicly, they’ve developed a baseline expectation that respect should be mutual. It’s no surprise then that they’re less inclined to follow leaders who demand respect without demonstrating it themselves. For Gen Z, leadership isn’t about status or hierarchy; it’s about creating a partnership.
To connect with Gen Z employees, who will make up a sizeable one-third of the workforce by 2030, it’s crucial to recognize that their reluctance to embrace traditional power dynamics isn’t a rejection of leadership, but a preference for a more inclusive and engaging approach. When you actively seek their insights, coach and develop them, and show you value their contributions, you build trust and foster loyalty. This mindset helps you connect with Gen Z and step up your leadership. And who knows — you might actually prefer their way of doing things.
Selena Rezvani
Selena Rezvani is a women’s leadership speaker and author of “Quick Confidence,” a Wall Street Journal bestseller, and “Pushback: How Smart Women Ask – And Stand Up – For What They Want.” Through in-person training and online courses via LinkedIn Learning, Selena teaches professionals how to be fierce self-advocates and carve out leadership paths on their own terms. Follow her on TikTok, Instagram and LinkedIn or find her at www.selenarezvani.com.