Generation Z employees have certain expectations when it comes to productivity at work and collaboration that are not always met. Understanding and managing their expectations has great value to shape the future of organisations and create a better work-life connection. The article analyses the interviews of Generation Z engineers and middle managers (N= 45) who have been working for at least one year at the Italian branch of the multinational company under study. By using a qualitative approach with to understand in detail the empowerment experience of the research participants, who are line managers and their Generation Z employees, we propose specific structural actions that line managers can adopt in the company under study and we reflect on the implications of employee empowerment for its HR function.