What Gen Z expects from CEOs and why most are failing
2. Values Over OpticsDEI and climate statements are meaningless without budget and board accountability.CEOs like Patagonia's Ryan Gellert or Canva's Melanie Perkins resonate because they act, not announce.3. Well-being as Infrastructure, Not Perks58% of Gen Z employees report burnout symptoms weekly (McKinsey, 2024).Offering Calm app subscriptions doesn't solve a toxic work culture. Having psychological safety, manager training, and 4-day work weeks might.4. Digital-Native CommunicationQuarterly memos are dead. Leadership now requires Slack threads, podcast updates, AMAs on Reddit.Gen Z doesn't follow authority, it follows credibility. And credibility is built in public.The CEO Archetype Is ObsoleteHistorically, the CEO was a commander. Then a consensus-builder. Now, Gen Z wants a creator-operator:Creator: Someone who thinks and builds in public, shares rough drafts, interacts with users on X or Threads, and isn't afraid to say "I don't know."Operator: Someone who gets their hands dirty with product, community, and feedback loops. No more ivory towers.Take Tobi Ltke (Shopify), who codes. Or Alex Bouaziz (Deel), who tweets roadmap updates before press releases. That's real-time, high-trust leadership.Gen Z Isn't Soft. It's Selective.Stereotypes suggesting Gen Z is disloyal or disengaged miss the mark. What this generation exhibits is selective loyalty. They will commit fully but only to leadership that has earned their trust.Raised during a period of institutional collapse, from climate chaos to economic volatility, Gen Z possesses a sharp radar for performative leadership. They don't expect perfection. They expect integrity.How CEOs Can Catch Up (and Stay Relevant)Audit Cultural RelevanceWhen was the last time the CEO spoke with a 24-year-old analyst? Can leadership list the top three Glassdoor complaints?Treat Culture Like ProductadvertisementCulture is no longer HR's job alone. It needs a cross-functional owner, a feedback loop, and KPIs.Build a Gen Z Advisory CouncilEstablish a shadow board of employees under 30 to pressure-test ideas, flag blind spots, and keep leadership current.This Isn't OptionalBy 2025, Gen Z will represent 27% of the global workforce (World Economic Forum). Leaders who fail to understand this demographic will struggle not just with retention, but with relevance.The clock is ticking. Evolve or risk leading a company no one wants to work for.With inputs from By Aayush Puri ,Head of ANAROCK Channel Partners and ANACITY- Ends
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