Why Emotional Intelligence Matters to Gen Z

Confidence among entry-level employees has fallen to record lows, with recent surveys showing it hovering around 44 percent. Many young professionals are rethinking what work should look like. Surprisingly, a growing number are opting for blue-collar careers, even with college degrees in hand. These roles are seen as more stable, more meaningful, and less vulnerable to AI disruption. But this trend reflects something deeper: many Gen Z workers are not finding what they need in traditional office environments.

This generation has come of age during the pandemic, rising inflation, climate crises, and ongoing global conflicts. Unsurprisingly, they report lower levels of mental and social well-being than any other generation. Over half say they are missing key social needs like recognition and belonging at work. In response, they are seeking something different from their leaders. While pay, flexibility, and opportunity still matter, so do authenticity, transparency, and emotional support. Gen Zers are more likely to speak openly about mental health; and more likely to disengage when they do not feel seen or heard.

This is where emotionally intelligent leadership becomes essential. Leaders with strong emotional intelligence are better equipped to recognize early signs of burnout, respond to challenges with empathy and clarity, and create inclusive environments where employees feel valued. These leaders also build trust across generations and backgrounds. For Gen Z, these leadership qualities are not optional. They are foundational. Meeting these needs does not mean lowering expectations. It means offering the right support so team members can meet those expectations and thrive.

Gen Z also brings a practical, values-driven mindset. They want clear alignment between what an organization says and what it does. They care deeply about impact, not just mission statements. They want to understand how their role contributes to something meaningful, and they notice how leaders show up in everyday interactions.

To attract and retain Gen Z talent, organizations will need to invest in developing emotionally intelligent leaders; those who prioritize feedback, coaching, and the kind of reflection that builds self-awareness, empathy, and relational trust. Gen Z presents new challenges, but they also bring tremendous potential. They are mission-driven, thoughtful, and creative. The real question is not whether Gen Z will adapt to today’s workplaces, but whether today’s workplaces are ready to adapt to them. This is the moment for leaders to get curious, stay open, and lead with intention.