As adults born between 1997 and 2012 enter the workforce, companies are learning to adapt management styles to effectively engage Generation Z. This generation brings unique characteristics, expectations, and values to the workplace, and managing them requires an understanding of what motivates and drives them. If employers want to attract and retain this talent, they need to focus on tailored strategies that suit their needs. Here are some practical tips on what to do—and what to avoid—when managing Gen Z.
What To Do
Embrace Technology
Gen Z is the first generation of true digital natives. They’ve grown up with smartphones, social media, and instant access to information. Leveraging technology in the workplace is crucial for engaging this tech-savvy group.
Use collaborative tools, digital platforms, and communication apps to streamline work processes. Allow Gen Z to integrate technology into their work tasks, such as using project management software or virtual collaboration tools, to keep them engaged and connected.
Provide Frequent Feedback
Unlike previous generations that were comfortable with annual performance reviews, Gen Z prefers more frequent feedback. They seek real-time responses to understand how they’re performing and what they can improve upon. This allows them to adapt quickly and stay on track.
Offer regular, constructive feedback. Short, informal check-ins, whether in person or through digital platforms, can help keep them motivated and aligned with company goals.
Offer Flexibility
Work-life balance is a priority for Gen Z. They value flexibility regarding work hours, location, and structure. The traditional 9-to-5 office setup might not appeal to this generation as much as remote work or hybrid schedules.
Offer flexible work arrangements, such as working remotely or adjusting work hours. This approach can boost morale and productivity while catering to their desire for a more balanced life.
Support Career Growth and Development
Gen Z is ambitious and eager to grow within their careers. They’re looking for opportunities to learn new skills and advance quickly. Employers who invest in training, mentorship, and clear career paths will have an edge in retaining Gen Z employees.
Implement programs for professional development, such as mentorship initiatives, online learning platforms, and clear promotion pathways. Gen Z wants to know they have opportunities to grow and advance within your organization.
What NOT To Do
Micromanage
Gen Z values autonomy and the ability to take ownership of their work. Micromanaging them can lead to frustration and disengagement. They want to be trusted to complete tasks independently while being free to approach problems creatively.
Avoid constantly checking in, over-directing, or dictating how they should complete their tasks. Instead, give them clear goals and the space to achieve them in their own way.
Ignore Their Values
Gen Z is a socially conscious generation with strong values around diversity, equity, and sustainability. Ignoring these values can lead to disconnection and dissatisfaction. They want to work for companies that align with their beliefs and positively impact the world.
Don’t overlook corporate social responsibility or maintaining a work environment that lacks inclusivity. Instead, prioritize diversity and demonstrate a commitment to sustainability and ethical business practices.
Stick to Outdated Communication Styles
Gen Z grew up with digital communication and prefers quick, direct messages over lengthy emails or formal meetings. Relying on outdated communication styles can slow down workflow and cause frustration.
Avoid overly lengthy, formal emails or rigid meeting structures. Instead, embrace instant messaging, video calls, and brief, to-the-point updates.
Offer a Lack of Purpose
For Gen Z, work isn’t just about a paycheck. They want to feel a sense of purpose and know that their work contributes to something meaningful. A lack of clarity around the company’s mission and how their role supports it can lead to disengagement.
Don’t assign work without explaining how it ties into broader company goals. Instead, regularly communicate the purpose behind tasks and how their contributions matter.
Managing Gen Z requires a different approach than managing previous generations. You can attract and retain the next generation of talented workers by adapting your management strategies to meet their needs.
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