A Leader’s Guide to Effectively Managing Gen Z

In today’s multi-generational workforce, a one-size-fits-all approach to managing employees doesn’t work. The most effective leaders have a clear understanding of their employees’ learning styles and workplace expectations, which differ from one generation to the next.

Photo by Yan Krukov from Pexels

Generation Z, who were born between 1996 and 2010, is the latest generation to enter the workforce. Like each generation before them, Gen Z brings its own unique perspective to the workplace.

Born into a world of technology, Gen Zers are ‘Digital Natives’, competitive, and values-driven. Over the next decade, Gen Z will make up a third of the entire workforce.

So how can you attract, retain, and successfully manage Gen Z employees in your business?

Feedback and communication

While Millennials prefer positive feedback, Gen Z wants you to tell it to them straight; growing up in the wake of the 2008 recession, Gen Z is more realistic than optimistic.

Gen Z craves feedback, with over 65% saying they need frequent feedback to stay in their jobs, and over 60% of them wanting several check-ins with their supervisor each week.

Make honest, open communication a priority. Scheduling regular one-on-one meetings, along with quarterly and annual reviews, will give Gen Z employees the validation they seek.

Values and culture

A generation of activists, Gen Z is very socially aware. Issues like climate, equality, and race are important to them, and this carries over into their work lives. A recent study found that 68% of Gen Z want an employer that authentically cares about the same things they care about.

Providing a workplace in which Gen Z finds value is critical and if you achieve this, you will earn their loyalty. They have a strong sense of purpose and want to align themselves with an employer that shares their core beliefs.

Ensure your business has a strong mission statement that affirms its commitment to diversity and inclusion, and empower your employees to make a difference in their communities; implementing a Corporate Social Responsibility (CSR) strategy is a great place to start.

Work/life balance

Mental health is destigmatized for this generation - they care about their mental health and they want their employer to care about it too.

To combat stress levels in your workplace, introduce an employee wellness program. Free healthy snacks, a de-stress zone, yoga or meditation classes, and discounted health club memberships are just some of the many options available to you.

As they are just learning about the workplace, and many have entered the workforce during the pandemic (i.e. remotely), educating Gen Z on how to set boundaries with work is a great step toward preventing burnout.

Stability

Growing up in an age of insecurity, Gen Z is naturally cautious. Unlike their Millennial counterparts, they value job security highly, so won’t flit from job to job. There is no perk as valuable to them as a solid, steady paycheck.

As a result, career development is a priority for them. Offer them learning opportunities and a clear path to progression in your company; Gen Z is much more likely to stay with a business that promotes from within and offers opportunities for personal and professional development.

Technology

Highly educated, and the most technologically competent generation yet, Gen Z will expect to use technology wherever possible. Indeed, they have never known a time when there was no Google, or when a supercomputer didn’t fit into their pocket.

In a study from Dell, 91% of Gen Z survey respondents said that technology would influence their choice of job, and 80% aspire to work with state-of-the-art technology. Help your youngest workers stay productive by providing them with the right technology, and embrace new technologies.

Gen Z is the generation that will be setting the standards going forward. By taking the time now to hone your management style and learn how best to understand and support this next generation of employees, you can build and retain a committed, high-performing team.