Gen Z wants better leadership. But are they ready to adapt to it?

Gen Z isn’t “quiet quitting”—they’re rejecting outdated leadership. That’s the conversation my recent Fast Company article sparked, and the response has been overwhelming. Leaders, managers, and employees from across industries have reached out, confirming what many of us have seen firsthand. Workplace culture is changing fast, and leadership needs to evolve with it.

But as the dust settles on this conversation, I’ve been thinking about a different question: If leadership needs to evolve, what role does Gen Z play in shaping the change they want? It’s easy to say leadership is broken—and in many cases, it is. But just as bad leadership creates disengaged employees, disengaged employees can reinforce bad leadership. And while Gen Z is demanding more fairness, structure, and transparency from their workplaces, the truth is: building better leadership isn’t just a job for managers.

Gen Z is in a unique position in the workforce. They’re  the first generation that’ll work alongside more generations than any before them, whether that’s boomers delaying retirement, or Gen X, millennials, and even the generation coming up behind them. This isn’t just a leadership shift—it’s a multigenerational workplace shift.

That means creating better workplaces will require something more than just rejecting old models—it will require bravery, self-advocacy, and a willingness to collaborate across generations. Past generations have valuable knowledge, hard-earned experience, and different perspectives that can help Gen Z navigate the workforce—if they engage with them. If Gen Z wants a different kind of workplace, they also have to play an active role in creating it. Here’s how.

1. Know the difference between bad leadership and imperfect leadership

There’s a big difference between a truly toxic work environment and a flawed or frustrating one. Not every manager is a bad leader—many are undertrained, overwhelmed, or trying to adapt to the same changing workplace dynamics as everyone else.

Instead of assuming leadership is the enemy, Gen Z employees can look for opportunities to bridge the gap. If they’re not sure about what the company expects, they should ask their manager. If they get inconsistent feedback, perhaps it’s worth requesting regular check-ins. When they wait for leadership to be “perfect” before engaging with it, it sets everyone up for failure.

Ask yourself: Am I giving leadership the same patience I want them to give me?

2. Find common ground across generations

Many credit Gen Z with bringing work-life balance back into the conversation. That’s a good thing. But sometimes, the conversation confuses balance with disengagement. Healthy boundaries mean knowing your limits and advocating for yourself. But they don’t mean withdrawing from conversations that can actually improve workplace culture.

If you’re frustrated by leadership, speak up constructively and respectfully. If you see a manager is struggling, offer feedback or solutions. Employees that cocreate workplaces result in better cultures than companies that try to dictate their culture in a top-down manner.

At the same time, finding common ground with older generations can make workplace relationships stronger. It’s easy to assume boomers and Gen Z have nothing in common, but that’s not always the case. Remember, bridging the gap doesn’t mean ignoring generational differences—it means looking for shared values and experiences.

Ask yourself: Am I setting boundaries—or just checking out? Am I looking for ways to build connections across generations, or assuming those gaps are too big to close?

3. Be part of the solution, not just the critique

A lot of companies don’t get Gen Z—there’s no denying that. But change doesn’t happen just by pointing out what’s wrong. The best way to shape workplace culture is to lead by example. Want more transparency? Be transparent in your own work. Want stronger communication? Initiate conversations and share ideas. Want a culture of fairness? Look for ways to support your colleagues, not just yourself.

This is especially true in a multigenerational workplace. Each generation brings something to the table—and bridging that gap will require curiosity, mutual respect, and a willingness to learn from those who came before.

The future of leadership is collaborative

Yes, leadership needs to evolve. But Gen Z isn’t just the future of the workforce—they’re the future of leadership. And leadership isn’t something that just happens at the top. It happens every time someone takes initiative, creates clarity, or builds trust in the workplace.

Leaders will not be the only ones building the workplace of the future. Teams, employees and managers need to work together if they want to create something better. That’s the real challenge—and the real opportunity. Is Gen Z ready to lead the change they want to see?

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