New requirements for the psychosocial work environment: Why dialogue matters more than ever
Eirin Eriksen Horvei
October 14, 2026
Articles and opinion pieces about Generation Z abound. The generation is described as lazy, dependent, difficult and demanding. Such critical portrayals are not always true, just as it is not necessarily true that older employees are less willing to change or refuse to learn new technological solutions. When generational differences are pointed out from a negative angle, it overshadows the opportunities that this diversity in the workplace can bring. On the other hand, Gen Z is also described as team-oriented, highly educated, good communicators and keen to contribute to society.
The generation consists of people born in the late 1990s up to the early 2010s. They are expected to make up 30% of all jobs by 2030 (Dagens Næringsliv). In other words, understanding how Gen Z wants to be led can help organisations attract, retain and motivate the employees of the future.
Below, some general trends about Gen Z are presented. However, it must be emphasised that generational leadership is about generalisations, and individual differences trump such stereotypes. As a leader, it is important to recognise employees' unique needs and wishes in order to use the right leadership style. How this group of people should be led is constantly up for debate. No leader intuitively leads everyone equally well, and leaders are not mind readers either. That is why dialogue is a leader's most important tool.
Typical wishes among Gen Z are flexibility, a focus on work-life balance, and learning and development. In addition, elements such as feedback, belonging, individual follow-up and meaningful work are highlighted as particularly important. They also care about social responsibility. Gen Z has grown up in a challenging time marked by wars, a pandemic, rising prices and climate change. They want to make a difference, for example by contributing to tackling challenges related to the environment and sustainability. If leaders understand and meet these needs, they can create a working environment that motivates and engages Gen Z, while making use of their unique strengths and perspectives for the benefit of the organisation. The generation brings new challenges and opportunities to the workplace.
Although there are general trends and similarities among people belonging to the same generation, you must not lump everyone together. It is useful to have a greater focus on the individual and draw fewer broad lines across an entire generation. Gen Z, like others, consists of a diverse group of people with individual needs and expectations. Leaders must make sure to see each employee rather than pigeonholing people. In this context, it is about being well-meaningly curious and asking good, open questions to get to know what employees need.
It is wise to bear in mind that generations are shaped by the times they grew up in, and they therefore bring different strengths and weaknesses. Even so, you should avoid an excessive focus on generational differences, and rather be able to see individuals separately. Pigeonholing people creates a divide in the workplace – a divide very few want. After all, most organisations work for the opposite – namely collaboration and community with the aim of reaching the organisation's shared goals. The leaders of the future must be flexible and values-based, and have the ability to create an inclusive and meaningful working environment.
Many in Gen Z prefer relationship-oriented leadership, in the sense that they want a leader who is motivating, trusting and understanding. This is in line with what many consider the most effective form of leadership. A leader with good relational skills shows interest, care and empathy for their employees (BI). Motivati supports leaders who want to meet the needs of Gen Z and other employees. With the help of the Motivation Analysis™ ahead of the employee appraisal, leaders gain valuable insight into what employees need to thrive and perform at work.
A trust-based leadership style fits well with what Gen Z wants. Such leaders are open and clear about goals, requirements and expectations, while giving a high degree of freedom and flexibility in how tasks are solved. Not least, good and frequent feedback is essential. In the labour market of the future, leaders with good relational skills will be especially valued. This means leaders must invest in meaningful conversations, listen to their employees and be clear about their values. Gen Z is particularly concerned that their own values match those of their workplace. Communicating the company's values and social responsibility clearly, and showing how their work contributes to bigger goals and visions, will be effective.
Motivati is the system that ensures leaders have the insight they need to meet employees' unique needs. To lead Gen Z effectively, leaders must be able to adapt their leadership style. Some critical success factors with this generation are offering flexibility, meaningful work, development opportunities and regular follow-up. It is also essential to create an organisational culture where Gen Z feels a sense of belonging and that their input is valued.
