How to Manage Gen Z: What This Generation Really Needs at Work
If you spend any time online, you’ve probably seen the assumptions about Gen Z: They’re sensitive. They don’t want to work. They only want remote jobs. They need hand-holding.
But when you hear their own stories, a much more honest picture comes forward.
In this GenShift episode, I sat down with Paulina Seyffert, a Gen Z professional who works as an executive assistant in a fast-moving, high-pressure environment. She’s smart, grounded, and clear about what helps her generation thrive. Listening to her talk about work, connection, and communication gives us a window into how Gen Z actually experiences today’s workplace.
And the truth is simple: Gen Z isn’t asking for less work. They’re asking for better work.
Connection matters more than people realize
One of the most powerful moments in our conversation came when Paulina explained why small human interactions make such a big difference. A quick “How was your day?” or a moment of noticing someone’s interests helps her feel seen. It lowers anxiety. It builds trust.
These aren’t perks. They’re basic conditions for psychological safety.
It also challenges a common assumption: that Gen Z wants to disconnect. Paulina actually prefers being in the office because face-to-face communication feels clearer and less stressful. She wants to read body language, build relationships, and avoid the misunderstandings that often happen over email or chat.
Why stability sits at the center of Gen Z’s worldview
Gen Z came of age during economic uncertainty, political tension, and a global pandemic. They watched systems wobble just as they entered adulthood. So it makes sense that stability shows up as a core value.
For Paulina, stability looks like:
a boss who communicates clearly
a workplace that respects work-life boundaries
opportunities to grow
leaders who check in instead of assuming
These are not extravagant expectations. They’re basic conditions for feeling safe enough to contribute.
Guidance over micromanagement
One thing Paulina said repeatedly: “I want guidance.”
Not controlling behavior.
Not constant oversight.
Just clarity.
For her, clear expectations reduce anxiety and free her to work quickly and independently. Many Gen Z workers feel the same. They don’t resist feedback. They want it, but they want it in a way that feels like a conversation, not a performance review.
Emotional intelligence is a workplace skill, not a personality trait
Paulina talked openly about social anxiety, jsomething many Gen Z workers experience after years of remote learning and digital communication. She described entering meetings quietly, observing the room, and easing in once she feels the dynamic.
Her honesty here matters. If leaders misread this quietness as disengagement, they miss an opportunity to support someone who’s actually deeply committed.
EQ isn’t optional in today’s workplace. It’s the new baseline for leadership.
What leaders can take from this episode
If you work with Gen Z, here’s what this conversation makes clear:
They want connection, not perfection.
They value stability because they’ve lived through instability.
They’re highly motivated when expectations are clear.
They want to grow — and they want guidance as they learn.
They care about workplace culture because they spend most of their lives inside it.
Gen Z isn’t lowering the bar for work. They’re raising the bar for humanity at work.
That’s something every generation can learn from.