Background and problem discussion: With Generation Z entering the workplace, organizations are faced employing up to four generations at the same time, which leads to disparate perspectives on work ethics, values, and leadership on the work floor. According toexisting research, Generation Z tends to value certain interpersonal qualities, so-called soft skills, in their leaders more than previous generations do. This soft side of leadership involvesfor example communication, teamwork, and building a good relationship. It is of greatimportance to create an understanding of what motivates and engages the youngest generation in the workforce. As existing literature foremost focuses on comparing Generation Z to previous generations and the topic of the influence of soft leadership skills is under-studied, a research gap is identified. The attributes motivation and engagement are essential parts of leadership, and the understanding of how to influence these is of high importance for companies. Therefore, the influence of soft leadership skills on the motivation and engagement of Generation Z employees is identified as a gap in research.

Research Purpose: The purpose of this study is to create new knowledge and add to the theory of previous research by acknowledging the perspective of the newest generation at work and providing a greater insight on the influence of soft leadership skills on Generation Z’s motivation and engagement. The findings of this study strive to fulfill the identified research gap and have a significant impact on understanding the influence of soft leadership skills from a Generation Z employee perspective.

Research Question: How do soft leadership skills influence the motivation and engagement of Generation Z as employees?

Research Method: This study, with the philosophical assumption of a relativist ontology and a social constructionist epistemology, follows a qualitative approach where we study the perceptions of our research participants: Generation Z employees. We conduct a holistic single case study, with an exploratory research purpose, which allows for an in-depth understanding of our case company Ernst & Young. The data is analyzed utilizing the Gioia method. 

Conclusion: It becomes evident from our study that it has a positive contribution to the motivation and engagement of Generation Z employees when a leader owes and applies strong soft leadership skills. Our study shows that the strongest influential factors are open face-toface communication, promoting a supportive work environment, and finally the relationship between the leader and the Generation Z employee.