Cracking the Gen Z Code

Gen Z are not the caricatures of lazy, distracted kids that headlines often paint. They bring powerful strengths into the workplace, and they also expose the blind spots of established leadership. Today my guest Tim Elmore talks about you need to update how you hire, onboard, coach, and lead if you want your team to thrive.

Why the generation gap feels wider than ever

Generations have always bumped against one another. The difference today is that screens moved from a single, shared living room device to individual, private devices in every pocket. That shift created echo chambers and opportunities to live in parallel worlds. Parents and managers now often do not see the full context of someone’s life, and assumptions fill the gaps.

So while older leaders have long tried to reach back to younger people, today's gap demands a different effort. It requires deliberate listening and bridge-building, because Gen Z arrives with knowledge about the future and a social and emotional profile shaped by new realities, including the pandemic.

The Peter Pan paradox: authority down, maturity up

Key insight: Gen Z often arrives in the workplace with more authority on future-facing tools and platforms, yet is, on average, maturing socially and emotionally later than past young cohorts.

• They often know AI, social platforms, and digital monetization tactics from day one.

• Social milestones, like moving out or getting a license, are showing up later for many.

• This creates a paradox: high technical authority, delayed social maturity.

That means leaders must both respect what Gen Z already knows and be prepared to coach basic interpersonal and professional skills they might not have had many chances to practice.

Reverse mentoring and mutual learning

Forget the one-way mentorship model. Reverse mentoring invites knowledge to flow both ways. Experienced leaders can offer judgment, perspective, and pattern recognition. Younger team members can bring intuition on new tech, cultural trends, and creative workflows. When you treat leadership as a two-way dance, the organization gets smarter faster.

How to lead Gen Z: listen more, coach more

Practical moves leaders can start today:

• Listen first. Ask questions, then sit tight. Two ears beats one mouth every time.

• Coach intentionally. Expect to spend more time developing social skills, communication, and initiative, not just technical tasks.

• Build real connection. Small personal gestures matter. Know what makes team members tick so you can connect in a hallway or a meeting.

• Measure outcomes, not seat time. If the work is done well and on time, the clock on the wall is irrelevant.

Generation Z is the sandpaper on my leadership.

Let them rub against your assumptions. It will make your leadership smoother and more effective.

Mental health: practical steps leaders can take

Mental health is not optional. Leaders should normalize support, and provide clear pathways for help. Some practical, nonclinical steps to support wellbeing:

• Create margin. Encourage boundaries. Quiet time reduces cognitive clutter and burnout.

• Promote movement. Short walks, stretch breaks, and physical activity boost endorphins and clarity.

• Teach simple mindfulness. Breathing, short meditations, or a minute of focus can cut overwhelm.

• Offer clear options. Explain company policies on PTO, mental health days, and accommodations. Permission matters.

• Recognize when clinical help is appropriate. Medication or therapy may be the right call for some. Leaders should not diagnose, but they should normalize seeking care.

Make work feel like a hobby

Gen Z often wants meaningful work that feels like a hobby. When people treat their tasks like hobbies, they invest more energy willingly, enjoy creativity, and produce better results. Consider these shifts:

• Frame roles around impact and craft, not only chores.

• Allow flexibility in when and how work gets done, provided outcomes are delivered.

• Encourage experimentation and celebrate smart shortcuts that increase productivity.

Hiring and onboarding made simpler: PERKS

A simple interview framework helps surface alignment early. Use the PERKS model:

1. Preferences — What would make this workplace appealing to you? Learn what motivates them beyond money.

2. Expectations — What do they expect from the job, leadership, and career trajectory? Narrowing gaps early reduces conflict later.

3. Requirements — What nonnegotiables do you have, and what nonnegotiables do they have? Call them out in the interview.

4. Keys — What opens their heart? Hobbies, causes, passions. Knowing this builds quick rapport and loyalty.

5. Salary — Talk money last, after values and fit are clear. Compensation matters, but it rarely drives long-term engagement alone.

Note: Parents are more present in interviews now than in the past. Prepare for that, but make clear this is an opportunity for candidates to own their narrative.

Real-world examples that teach

Two stories illustrate how the right approach wins:

Colin and the big company

A young engineer at a large legacy firm submitted ideas to the CEO after being shut down by a middle manager. Leadership at the top saw value, but the ideas stalled in the bureaucracy. The young employee left and found success elsewhere. Takeaway: trust emerging talent enough to give ideas a real runway, and reduce gatekeeper friction.

NASA and the moon landing

In the 1960s, leadership cast a bold vision. Then the organization relied on young engineers to build and operate new technology. The average age of the operators was 27, and the person who actually helped land the spacecraft was 23. The lesson is simple: cast vision, acquire new skills, and let younger operators run when they are ready. The older leaders coached, guided, and cleared obstacles.

Action checklist for leaders

• Listen actively for at least two minutes longer than you naturally would.

• Schedule regular coaching sessions focused on interpersonal skills.

• Make outcomes the metric, not hours logged.

• Introduce small, playful rituals that allow creativity and connection.

• Use PERKS in interviews to reveal real alignment early.

• Normalize mental health support and create clear pathways for help.

• Experiment with reverse mentoring to capture future-facing insights.

Gen Z will challenge assumptions, highlight outdated practices, and demand better ways of working. That is a gift. If you lean in with humility, curiosity, and a willingness to coach and be coached, you will build a stronger, more adaptive organization. The future starts now, and Gen Z is already shaping it.

Reach out to Tim on his website and follow him on LinkedIn, Facebook, and Instagram.

Watch this full episode of the Let's Go Win podcast on YouTube.