Abstract

Leadership practices play a crucial role in sustaining work engagement among Generation Z (Gen Z) employees. The challenge of recruiting and retaining talented employees within companies is currently at its peak, presenting a significant concern for leaders across all levels. The main driving force behind this study is to comprehend effective leadership practices according to Gen Z individuals, identifying factors that would foster their motivation to remain within an organization and those that would prompt them to seek alternative opportunities. This research employs an exploratory model, utilizing a qualitative research design; data was collected through face-to-face and telephonic interviews with 104 Gen Z individuals working in the IT industry. Conditional sampling criteria ensured participants were born on or after 1997, aged 20 or above, and employed full-term in the IT sector, excluding interns. The study reveals that Gen Z values authenticity, meaningful work, and work-life balance in their leaders, with subtle variations based on gender. The study also reveals that “Me Time” and meaningful work are important indicators of employee engagement, and without them, employees would be forced to look outside for opportunities. Overall, this study contributes to understanding Gen Z's work values and leadership preferences, offering guidance for organizations to attract, retain, and motivate this emerging workforce effectively.