Who is Gen Z—and why do they feel so different?

They’ve been called everything from “the most anxious generation” to “purpose-driven digital natives.” But who really is Gen Z—and how do they actually show up in the workplace?

In my work with senior leaders, I’ve noticed that much of the friction around generational dynamics isn’t due to Gen Z being difficult—it’s due to Gen Z being different.

And different often means next.

Who is Gen Z, really?

Gen Z refers roughly to those born between 1997 and 2012, which means the oldest are in their late 20s and already playing meaningful roles in today’s workforce.

They are the first true “digital natives”—they grew up with smartphones in their hands and social media as a native language, not a second one.

They are entering a workplace shaped by:

• Global connectedness

• Mental health awareness

• Remote and hybrid work norms (and expectations)

• Social accountability

• Purpose - you must carve this one into your mind!

  
  

Gen Z vs. Millennials vs. Gen X: What’s actually different?

Trait	Gen Z	Millennials	Gen X
Digital adoption	Born into	Grew up with	Adapted to
Work values	Purpose, impact, flexibility	Growth, culture, balance	Independence, stability
Feedback	Instant and continuous	Frequent	Periodic or only when necessary
Approach to leadership	Expect empathy, psychological safety, inclusion	Desire mentorship and feedback	Respect competence and resilience
Mental health awareness	Open and normalized	Increasingly proactive	Often stigmatized and/or private

Something I’ve read just recently and really stuck with me:

“Each generation is evolving—but Gen Z often demands 

what others have quietly wished for”.

There you go - it might feel like entitlement but hey, we (i.e. older generations) were the ones that paved their path, let’s cherish that together!

Myth-Busting Gen Z stereotypes

Myth 1: They’re lazy or entitled.

Reality: Gen Z often resists outdated corporate norms—not because they don’t care, but because they’re questioning toxic productivity, meaningless rules, and performative leadership.

Myth 2: They’re too sensitive.

Reality: They’re emotionally literate. They’re unlearning generational silence around mental health and pushing for psychological safety—for themselves and everyone else.

Myth 3: They lack loyalty.

Reality: They are loyal—to purpose and people, not job titles or “company culture.” If leadership is authentic BS-free, they show up and stay engaged.

To lead GenZ effectively, leaders must

shift from directive to coaching-based leadership.

That means:

• Holding space for listening

• Building trust before enforcing authority

• And many others...

  
  

Leaders who engage Gen Z with openness and curiosity are unlocking deeper creativity, quicker learning, and a more human-centered workplace.