Managing Gen Z - Understanding the Future of the Workforce
Generation Z (born between 1997 and 2012) is entering the workforce in large numbers, bringing with them new perspectives, priorities, and expectations. Industry leaders are beginning to realize that managing Gen Z is quite different from managing Millennials or older generations. Understanding these differences is key to fostering a productive and engaged workforce.
In this article, we'll explore how Gen Z differs from Millennials, share some famous examples of how Gen Z is reshaping work culture, and review insights from various leaders on how to effectively manage this generation.
How Gen Z Differs from Millennials
There are several key differences between Millennials and Gen Z. While both generations are tech-savvy, Gen Z has never known a world without smartphones, social media, or high-speed internet. They’ve grown up in a time of global connectivity and instant access to information, which has shaped their communication preferences and expectations.
Take, for instance, Nike's adapting to the demand for frequent feedback and open communication by implementing “check-in” days instead of traditional annual reviews. Gen Z employees at the company requested more opportunities for real-time feedback, pushing Nike to revamp its employee review structure, which had previously relied heavily on more formal, scheduled evaluations.
Google, known for its open and innovative culture, has also changed its internship program to provide more frequent mentorship and feedback sessions. Many Gen Z interns requested weekly one-on-one meetings with their supervisors to discuss career growth and development—pushing Google to shift from its usual schedule of periodic reviews to more frequent interactions.
Insights from Industry Leaders on Managing Gen Z
To get a better understanding of how to manage Gen Z effectively, we gathered anecdotes from leaders across various industries. Here’s what they had to say about the role of a leader in shaping the future of the workforce.
1. Clāra Ly-Le, Managing Director at EloQ Communications (Public Relations)
Clāra emphasizes the importance of authenticity and transparency when managing Gen Z employees. According to her, Gen Z values open communication and purpose-driven work. They seek out roles where they can see their personal values aligned with the company’s mission.
Gen Z employees are less likely to stay in a role where they feel undervalued or stagnant
“Gen Z is motivated by factors like work-life balance, purpose-driven work, and opportunities for personal growth,” says Clāra. Gen Z employees are less likely to stay in a role where they feel undervalued or stagnant. She also stresses the importance of providing flexible work options, such as remote work, and continuous learning opportunities, which resonate with their need for development and purpose.
2. Ketan Dattani, CEO at Buckingham Futures (Environmental Health Recruitment)
Ketan highlights Gen Z’s unique reliance on technology and social media. Unlike older generations, Gen Z grew up with real-time updates, and as a result, they expect frequent feedback. He shares that traditional annual reviews are no longer enough to keep this generation engaged.
Pairing them with experienced Baby Boomers or Gen Xers is a win-win
“Gen Z values structure but craves frequent touchpoints for guidance and feedback,” he says. For leaders, this means creating growth plans and offering both formal and informal training opportunities. Ketan also suggests pairing Gen Z employees with older, more experienced mentors to facilitate knowledge transfer across generations:
"Pairing them with experienced Baby Boomers or Gen Xers is a win-win, fostering knowledge transfer and keeping this generation engaged. Without clear guidance and growth opportunities, however, they won’t hesitate to look elsewhere."
3. Sharon Critchlow, Leadership and Wellbeing Trainer at Discover Your Bounce
Sharon points out that Gen Z employees need to be heard and understood. They thrive on active participation and have a lower tolerance for authoritarian management styles.
This generation is not afraid to leave a job if their work-life balance is compromised
“Gen Z employees prioritize their mental health and well-being,” says Sharon, referring to research that shows more than 50% of Gen Z workers cite personal well-being as one of their top concerns. She explains that this generation is not afraid to leave a job if their work-life balance is compromised or if they feel mentally stressed. “Leaders must listen to what matters most to them and respond by creating a supportive, inclusive environment.”
4. Matt Kovacs, President at Blaze PR (Public Relations)
Matt focuses on creating a work culture that Gen Z can resonate with. He mentions that this generation is deeply motivated by a company’s purpose and how their work contributes to societal impact.
Gen Z employees want to work for organizations that align with their values
“As a PR agency leader managing Gen Z employees, understanding their unique values and motivations is key to fostering a productive, innovative work environment. Gen Z employees want to work for organizations that align with their values,” Matt explains. He recommends that leaders articulate the company’s mission clearly and show how each role contributes to the larger picture. Additionally, Gen Z appreciates autonomy and flexibility, so offering hybrid work options can go a long way in ensuring their job satisfaction.
Key Takeaways for Managing Gen Z
1. Purpose-Driven Leadership
One of the biggest motivators for Gen Z is working for a company that has a clear purpose. Leaders should make it a priority to communicate the company’s mission and values and show how each employee’s work ties into the bigger picture.
2. Frequent Feedback and Communication
Gone are the days of annual performance reviews. Gen Z craves real-time feedback and continuous opportunities for growth. Leaders need to implement frequent check-ins and create open channels for communication.
3. Flexibility and Autonomy
Gen Z values work-life balance and flexibility in their roles. Leaders should offer remote work options, flexible hours, and manageable workloads to ensure employees feel they have control over their professional and personal lives.
4. Mentorship and Development
Providing opportunities for learning and growth is crucial to keeping Gen Z engaged. Leaders should consider pairing them with mentors, offering professional development opportunities, and creating structured growth plans to help them advance in their careers.
5. Inclusive and Diverse Work Environments
Finally, Gen Z expects a workplace that values diversity and inclusion. Leaders need to foster an environment where employees from different backgrounds feel heard, respected, and appreciated.
Managing Gen Z - Where Business Is Heading Next
As Gen Z continues to enter the workforce, leaders must adapt to their unique needs and expectations. By focusing on transparency, flexibility, continuous feedback, and purpose-driven leadership, industry leaders can effectively manage and retain this new generation of employees.
The future of work depends on how well organizations can understand and meet the needs of Gen Z, creating a more dynamic, engaged, and innovative workforce.
