A Manager’s Guide To Working With Gen Z Employees

As seen on Forbes.

The majority of Generation Z (born from 1997 to 2012) are now working adults. Together with Millennials, Forrester estimates that Gen Z will make up 74% of the workforce by 2030. While their time is here, not everyone has been as excited about their arrival in the workplace.

If you’ve been on social media lately, you’ve seen some of the rants online. Many criticize Gen Zs for almost everything under the sun, may it be accusations of entitlement, inability to respect authority, and more. It’s worth noting though that this isn’t a new phenomenon. Historically, older people have always criticized the young, and children have always found reasons to rebel against their parents.

This is not to say that this cyclical conflict is purely based on age. Different generations can be characterized by specific historical events that often play a huge role in shaping their values, perspectives, and behaviors. 

But instead of getting fixated on differences, I think it’s much more productive to play on each other’s strengths. With Gen Zs now firmly rooted in the workforce, it’s more important than ever to align and work with one another.

Here are 4 ways to make working with your Gen Z coworkers not just easier, but more productive.

Acknowledge That Different Doesn’t Mean Bad

Exactly how are Gen Zs different from the rest of us? According to the Pew Research Center, Gen Zs are the first generation who qualify to be referred to as “digital natives.” Unlike previous generations, Gen Zs were born with the internet, and have no memory of life before smartphones. 

This has led to Gen Zs unfairly being labeled as the “instant gratification generation,” having been born in the era of Doordash and NetflixNFLX. This is in stark contrast to even us Millennials, who still remember what it means to tune in to the evening news, order food via telephone, or to rewind a VCRVCR before returning it to your local Blockbusters.

This alone makes the experience of Gen Zs different. But does different mean bad? Of course not. 

Gen Zs are touted to be the most tech-savvy generation, which means that social media, online collaboration tools, and digital communication are second nature to them.

This proficiency in using digital tools can be advantageous for businesses aiming to stay updated on the latest technological innovations, a crucial quality to have for businesses, especially in the wake of COVID-19. 

Meet Them Where They’re At

Gen Z workers have been criticized for their attitudes about work. Older generations love talking about how their youngest workers lack a strong work ethic or show impatience in climbing the corporate ladder. This draws a picture of Gen Zs as lazy and entitled. 

The truth is that Gen Zs care about work just as much about their careers, if not more than previous generations. However, they also care about having a good work-life balance. 

Gen Zs are also motivated by different things. Having grown up in a world marked by global challenges, they are eager to contribute to organizations that align with their values and have a positive impact on society. And perhaps most critically, thanks to the prevalence of remote work, they understand that there are always better opportunities waiting for them elsewhere. 

All this means that the pressure is on for management to understand what their Gen Z workers care about. Find ways to engage these interests, and you’ll soon have a highly motivated and committed workforce ready to disrupt and change the world. 

Demonstrate That You’re Willing To Try New Things 

Many people say that Gen Z are impatient and hate working hard. The truth is they’re just used to seeing things work, and do not love putting up with broken systems. Gen Zs are typically unafraid to point out inefficiencies, suggest improvements, and leave environments that are slow and resistant to change. 

This makes them highly innovative and disruptive, traits that employers are always looking for, but seemingly unable to appreciate and utilize. 

Instead of deriding your youngest workers for speaking up, show that you’re willing to listen to feedback. Acknowledge that things could be better, and inform them that you are working on these improvements. 

But perhaps most critically, follow through with these promises. As I pointed out earlier, Gen Zs understand that there are always better opportunities elsewhere, and will not think twice about leaving a workplace that doesn’t value their input or fails to address their concerns.

All in all, demonstrating a commitment to change and improvement not only helps in retaining Gen Z talent but also fosters a culture of transparency and collaboration.

Do More Intergenerational Activities

One thing that’s true of every generation is that we work stronger together. As a leader, it’s on you to ensure that your employees know how to work together regardless of age group. 

One way to do this is to avoid constantly pairing Gen Z with Gen Z. Have workers from different age groups work in teams. You can even mix it up by having younger workers take the lead from time to time. Besides fostering camaraderie between age groups, this also helps your workers realize that their differences don’t always have to drive a wedge between them. 

Instead, they can be more productive by realizing that the differences in their skill sets and motivations can actually complement each other. Despite our age differences, we’re still all in the same boat, after all. Let’s embrace our differences and move forward together!