LiveCareer, a career service dedicated to resumes and cover letters, has released findings from its Generational Workplace Trust report. The report polled 1,000 U.S. workers on their feelings about the level of trust the workplace has in corporate management and how those feelings differ across generations. The report finds that one in four (25%) don’t trust their manager to act in their best interests and 43% of respondents say that Gen Z is the most likely to challenge leadership decisions openly.
The bottom line is that poor relationships between managers and their employees can have serious consequences. Nearly half (40%) of workers have quit a job due to distrust in their manager, the report finds.
Trust between employees and their managers is a critical element of workplace success. However, many workers report varying levels of trust in their managers’ ability to act in their best interest. Over half (53%) have felt lied to or misled by a manager.
Trust between employees and managers is built through communication, fairness, and accountability. However, certain leadership behaviors can erode that trust, making it difficult for employees to feel fully supported or valued in the workplace. Respondents report that favoritism (23%), unethical behavior (18%), and poor communication (17%) are the top three favors that most damage employees’ trust in their managers.
The report also reveals a lack of accountability among those in management positions. Nearly half (48%) say their manager acknowledges mistakes but downplays them, 29% report their manager takes full responsibility for mistakes, and 23% have managers do not admit fault when they make a mistake.
Workplace trust isn’t universal—it shifts across generations. The report finds older generations place more confidence in corporate leadership, while those newer to the workforce remain skeptical about their company’s top brass. Nearly half (45%) of workers believe Gen Z has the least trust in corporate leadership, while most (54%) say baby boomers trust leaders the most.
Gen Z is redefining workplace dynamics by challenging leadership more openly than previous generations. With a strong willingness to voice concerns and question decisions, they are pushing for greater accountability and transparency in the workplace. According to 40% of workers, Gen Z is the generation most likely to raise concerns when they disagree with leadership, while 43% say Gen Z is the most willing to push back against leadership choices. At the same time, baby boomers are least likely to voice their concerns.
“While more seasoned professionals often have strong criticisms of Gen Z, the root issue is that many managers are either unwilling or slow to adapt to a different leadership style that works best for younger workers,” says Jasmine Escalera, career expert for LiveCareer. “While Gen Z’s outspokenness may be surprising for managers used to working with baby boomers, Gen X, and millennial professionals, leaders should instead appreciate this level of transparency. We are in the middle of the Great Detachment and can use this feedback to course correct.”
The one common thread across age groups is a significant gap in understanding between themselves and leadership. Regardless of generation, most respondents (63%) say that leaders do not understand the priorities and challenges of their specific generation.
