Camire, MichaelBland, Elizabeth2026-04-212026-04-16https://dspace.husson.edu/handle/20.500.14298/1083As Generation Z (born 1997–2012) enters the workforce, managers face a potential shift in expectations and supervisory dynamics. Unlike previous cohorts, Gen Z has been shaped by a fully digital upbringing, resulting in both advanced tech fluency and heightened anxiety from navigating between online and offline worlds. Existing research has focused largely on Baby Boomers, Generation X, and Millennials, leaving a gap in understanding how Gen Z’s needs may differ from those of the leaders who will manage them. This study investigates Gen Z’s preferences for supervisory behaviors and workplace conditions through an anonymous online survey distributed via social media platforms. Participants identify their generational cohort, rank ten workplace priorities, and describe ten supervisory practices they most value. Preliminary hypotheses suggest that Gen Z will prioritize meaningful, engaging work, authentic leadership, and stronger work–life balance over traditional career-centered approaches. By illuminating generational differences, this research seeks to inform leadership strategies that foster connection, authenticity, and productivity in the modern workplace.en-USPoster