As more Gen Z’ers enter the full-time workforce, we’re hearing more frequently from clients who are struggling to manage them effectively. The latest generation to join the workforce brings a different set of norms, ideas, and preferences than their predecessors, so how can companies bring out the best in their young talent?
What Shapes Gen Z?
To manage Gen Z, we first have to understand where they’re coming from. Research from Purdue Global highlights a few key points about Gen Z’s background and defining traits:
- They’re shaped by growing up in the uncertain aftermath of 9/11 and the Great Recession.
- They’re true “digital natives,” with technology integrated from a young age.
- They tend to be motivated by things like diversity, creativity, and personalization.
- They value innovation and independence.
- They’re thinking about their future prospects: 67% say they want to work somewhere they can learn new skills to advance their careers.
Gen Z is driven by a curiosity about what’s next, but they’re not willing to sacrifice the other parts of their lives to get there. They prioritize “self-care” culture and authenticity, while still being ambitious and interested in learning new skills. Managing employees of this generation requires a similar balance: a sense of care for individual differences, a commitment to transparency, and a push toward growth.
Tools for Managing Gen Z
What does this approach look like in practice? Managing Gen Z means rethinking some ideas about what “leadership” really means. Here are some suggestions for adapting your management strategy to drive increased productivity, engagement, and positivity among Gen Z members of your team:
- Manage with a coaching mindset. Gen Z’ers want to learn, but they don’t mesh well with authoritarian approaches. Lean into the idea of manager as coach: someone to guide employees to develop their skills and perform well.
- Be accessible. One 2024 study found that 20% of Gen Z’ers hadn’t spoken to a single person over age 50 in their workplace in the past year. To bring out the best in your team, be visible and engaged – and they’ll reciprocate.
- Prioritize transparency and honesty. McKinsey found that 20% of Gen Z employees say the inability to be their full selves had a major impact on their ability to perform their work. Model a workplace where authenticity is the norm, and be as transparent as possible about norms, values, processes, and new developments.
- Look for opportunities to include your team. Yes, Gen Z values inclusion in the broader societal sense of the word, but they also want their perspectives included. Ask for their input, seek out feedback, and commit to checking in more regularly to assess their needs and strengths.
- Commit to career development. Gen Z’ers are just starting their careers, but they’re already thinking ahead. Researchers found that 65% of Gen Z is eager to learn and motivated by career development – more than any other generation! Look for ways to show your support for their ongoing growth, both in small and big ways.
At NWRP, we understand the importance of effective leadership for any team. We’re here to help you find the exceptional talent you need and hire smart – no matter the generation!
