Generation Z: opportunity or challenge for food companies?

The youngest generation of employees is knocking on the door of the food industry. Generation Z has grown up with technology, is socially conscious, and seeks meaningful work. Where previous generations adapted easily to how things were done within an organisation, this generation expects companies to listen to them as well.

This sometimes creates friction within food companies. Not just due to a different work ethic or communication style, but especially because their ideas about leadership differ from what’s currently the norm. Generation Z values transparency, participation, and personal development. Traditional top-down management no longer works. They want to be guided by people who coach, not control.

This shift places new demands on both current and future leaders. Soft skills such as listening, motivating, and connecting are becoming increasingly important. As a result, the expectations around leadership in the food sector are changing. Food companies that want to move with the times are investing in management that understands and inspires this generation. Such leaders are in short supply. That’s why more organisations are turning to executive search specialists in the food sector, looking for leaders who know how to manage across generations.

Here’s a smart tip: during the interview process, targeted questions can quickly reveal whether a candidate has modern leadership qualities. Think of questions about how they handle autonomy, feedback, or generational differences. It helps avoid surprises once they’re on the job.

With the right people at the helm, Generation Z shifts from a challenge to an opportunity. They bring fresh ideas, raise the bar, and help organisations move forward—provided they feel heard. Companies that invest in this not only attract talent, but also build their future.