While Millennials were known for their wide-eyed enthusiasm and curated online presence, Generation Z (those born between around 1996 and 2012) seems to be heading in the opposite direction.
They’ve developed and adopted the ‘Gen Z’ stare, a blank, emotionless, and unbothered expression. This is one of the most recognisable and puzzling expressions on social media right now.
The ‘stare’ is meant to communicate a form of resistance to the pressure to entertain or conform. It's the face you make when you've seen it all before or simply don't care to react.
"I think it's about not giving people the satisfaction," says Malika Omondi, a 23-year-old student from Nairobi who frequently uses the expression in TikTok clips. "It's like saying, 'I'm here, I'm watching, but I don't owe you a reaction.”
Imagine it as the resting face of a generation raised on overstimulation. Captured in selfies, reaction videos or candid interviews, it features a still face with minimal eye movement and unsmiling lips, along with a detached calm—no raised brows, smiles, or attempts to please. Just a flat, bored or sometimes intimidating gaze.
Esther Muhia, a behavioural and social issues professional, explains that the Gen Z stare is not just a look, but a deliberate signal of navigating a world that feels overstimulating and unfair.
“The Gen Zs are significantly influenced by economic challenges, a demand for accountability, and a strong digital identity. As a result, they use non-verbal cues as both a protective mechanism and a means of self-expression. However, these cues are frequently misinterpreted as a lack of interest or indifference,” says Esther.
With 96 per cent of Kenyans using mobile phones daily, Esther adds that this generation’s behaviour is deeply influenced by online platforms that prioritise curated self-presentation and a general fear of judgement.
“The stare is a deliberate, guarded gaze, often used when trust is low, conveying skepticism or a call for authenticity,” Esther adds.
In the workplace, however, this same stare could be misinterpreted by hiring managers or human resources professionals as disengagement or disinterest.
“Many young workers use the stare to mask anxiety and maintain control during high-pressure situations like evaluations.” Instead of confronting authority directly, many express concerns anonymously online or use pseudonyms to avoid viral judgment,” Esther notes.
It could also signify a different kind of confidence —one that isn’t driven by traditional measures of enthusiasm or ‘cultural fit.’
For seasoned HR professionals like Wanyera Malala and Miriam Gikonyo, now is the time to reconsider everything. “They walk into interviews as they are. They won’t smile unless it’s genuine. They don’t pretend to know things they don’t, and this authenticity can be disturbing if you’re expecting the usual performance.”
“Gen Z will challenge everything, from dress codes to job descriptions, if it doesn’t make sense to them,” says Wanyera. “By ‘make sense’, I mean align with their values and worldview.”
So, what was their first reaction when they encountered the ‘Gen Z stare’ in a professional setting?
“It was surprising,” Wanyera recalls. "You’re having a serious conversation, and the person just stares back – no smile, no reaction.”
Miriam admits that her first instinct was irritation. “I thought the candidate was being rude. But I’ve learned not to take it personally.”
Rather than dismissing these candidates, Wanyera explains that, while competence remains crucial, roles that require warmth, such as customer service, still demand a degree of expressiveness.
“For some jobs, the stare may not matter. However, in fields like hospitality or customer service, warmth and approachability are required,” he says.
Today's evolving workplace requires adjustments to accommodate a new generation of employees whose values, expressions, and expectations are reshaping how organisations hire, communicate, and build culture.
On this note, Miriam’s team has shifted to behavioural and situational assessments, while Wanyera’s recruitment team has introduced practical sessions into its recruitment process.
“We realised that interviews alone are no longer sufficient. Gen Z doesn’t always express themselves in conventional ways, but that doesn’t mean they lack substance,” says Miriam.
“We prioritise technical skills over personality. Our goal is to assess how well someone can perform in the role, rather than how well they perform in an interview,” adds Wanyera.
According to Miriam, the differences displayed by Gen Z go beyond their expressions in the workplace. They thrive on authenticity, but only in environments where they feel heard and valued.
“They collaborate beautifully when they trust you. If not, they detach.”
“Some of them adapt quickly to the culture, while others withdraw —and that's fine as long as they deliver. We’ve had to stop expecting everyone to be sociable,” says Wanyera.
Esther says that the stare serves as a shield to preserve self-identity and manage anxiety, especially in high-pressure scenarios like evaluations.
She urges employers to recognise the stare not as disengagement but as an attempt at emotional energy conservation. Don’t interpret silence as an attitude. Engage first. Support mental health among staff, offer flexible work arrangements, and prioritise transparency to build trust,” she advises and stresses that misreading this expression can worsen exclusion and disengagement.
Her recommendations for organisations include flattening hierarchies to reduce guarded behaviour, fostering digital-first engagement through safe channels, and providing regular, actionable feedback that respects Gen Z’s need for authenticity.
She also highlights the importance of multigenerational workshops to bridge communication gaps, flexible and hybrid work policies for mental well-being, and customised training in digital tools, leadership, and resilience to enhance trust and competitiveness.
“We need to define what professionalism looks like today. In the past, we studied business communication as a subject, which helped people to understand the power of body language and tone of voice. Perhaps we need to bring some of that back.”
Miriam’s solution? Equipping managers with tools for emotional intelligence and conscious communication.
“We train them to engage with people rather than making assumptions. Ask before you react.”
When Gen Z feels excluded from decision-making processes, they often resist. “You can't just give orders and expect blind compliance,” she says. “You have to involve them; that’s how you build buy-in.”
“Support mental health, offer flexible work arrangements, and prioritize transparency to build trust,” she advises.
Psychologists suggest that the much-discussed 'Gen Z stare' may be a sign of overstimulation fatigue.
Eunice Wambui, a psychologist, says that this stare is not just a passing trend, but a reflection of a generation grappling with emotional overload.
"What we're seeing is a blank expression that symbolises the complex interplay of emotional adaptation, cultural expression and mental health," says Wambui.
She explains that this state of mind often serves as a coping mechanism —a silent way to protect oneself from the emotional demands of the modern world.
“For some, it’s a way to mask distress in environments, whether at home or in society where emotional expression doesn’t always feel safe,” she adds.
Wambui notes that the stare isn’t always linked to emotional distress, but if this withdrawn demeanour becomes constant, it may indicate something deeper. “If the stare is persistent rather than performative, it may be a silent call for help,” she warns.
According to Wambui, Gen Z is the first generation to be fully immersed in a digital world. Constant selfies, video calls, filters and trends from platforms such as TikTok, Instagram and Snapchat have made emotional detachment part of their lives.
“These platforms have trained Gen Z to communicate using emojis, filters, and GIFs,” she observes. “Rather than saying 'I’m anxious', a Gen Z might post a meme or share a playlist titled 'Mentally Elsewhere',” says Wambui.
Dark humour, irony, and soft aesthetics have become their emotional vocabulary —a coded system that often replaces more traditional expressions of vulnerability.
“In many workplaces, there’s still an expectation to smile and appear pleasant,” Wambui adds. “But for Gen Z, this can feel forced and inauthentic. Rather than being emotionally empty, many Gen Zs are choosing to withdraw mentally in response to pressure, comparison culture and overwhelming responsibilities.”
So, how should organisations respond? If Wambui had one message for employers, it would be this: “You’re dealing with a generation that is both academically sharp and emotionally intelligent, and that refuses to work in environments where humanity is overlooked.
“Gen Z isn’t rejecting leadership, but rather outdated power dynamics and superficial praise. They value emotional intelligence over authority, collaboration over hierarchy, and authenticity over rituals of recognition. To them, true leadership is about being human."
