Why Gen Z Leaves, What Makes Them Stay, and What Leaders Need to Do Now

Mar 5

I’ve had a front row seat to what’s frustrating leaders right now.

You’ve got a growing workforce of Gen Z talent — smart, digital-native, full of ideas — and yet the same questions keep coming up from founders, GMs, and people managers:

“Why don’t they stick around?”
“Why are they always on their phones?”
“How do I give feedback without scaring them off?”

So for the first episode of Unlocked Potential, I did something simple:
I asked Gen Z.

We brought together a group of sharp, thoughtful professionals and talked about what they actually want at work, what drives them, and where things are getting lost in translation between generations.

Here’s what stood out.

🎯 Gen Z isn’t disloyal. They’re discerning.

This generation doesn’t job-hop because they’re flaky. They leave when it’s clear there’s no future.

Most Gen Z workers grew up watching their parents get laid off from “secure” jobs. They’ve seen loyalty go one way — and they’re not interested in repeating that cycle.

What they’re looking for is a place where effort translates into growth. They’ll work hard — relentlessly hard — if they see a path. But if the ladder’s missing rungs, they’re climbing somewhere else.

If you can answer “What’s next?” with clarity and conviction, they’ll stay.
If not, don’t be surprised when they bounce after 12 months.

📣 Feedback Works — But Only If You Deliver It Like a Leader

One thing that came up over and over again in our conversation was the idea of how feedback is delivered.

Boomers might think Gen Z is “too sensitive,” but what I heard from them is they’re incredibly open to coaching — they just don’t respond to criticism that feels performative, aggressive, or power-trippy.

If someone’s not performing, tell them. But do it like a human. Do it with the goal of helping, not punishing. That’s not softness — that’s leadership.

If you don’t know how to coach Gen Z, you don’t know how to coach.

🧠 Work-life balance isn’t a perk — it’s the baseline.

Almost every guest brought this up: they’re willing to work. They want to grow. But they’re not going to trade their mental health to do it.

Boomers had pensions, unions, housing markets they could afford. That doesn’t exist anymore. The ROI of burnout just isn’t there.

When you offer flexible schedules, wellness support, and autonomy — you’re not “going soft.” You’re building a team that lasts.

And guess what? A happy, mentally healthy team outperforms a burnt-out one every time.

🏗️ Frontline industries can win Gen Z too.

You don’t need to be Duolingo or a Silicon Valley startup to attract great young talent. Gen Z doesn’t need ping pong tables. They need:

A place they feel seen and supported
A clear way to grow
A culture that actually cares

The most overlooked differentiator in 2025? Manager quality.
Train your managers well, create a culture that listens, and you’ll win the talent war — even in the least “glamorous” industries.

🙌 Final Thoughts

This isn’t about coddling anyone. It’s about context.

Gen Z didn’t invent the system. They just inherited one with fewer guarantees, more volatility, and higher expectations.

If we want to unlock potential — and I mean real, lasting, compounding performance — we need to build workplaces that evolve.

They’re not afraid to ask for better. And honestly? Neither should we.

Want to build a workplace Gen Z wants to be a part of?
Tanda helps you do it — with scheduling, recognition, team insights, and the tools frontline leaders need to actually lead.
👉 www.tanda.io