Management isn’t one-size-fits-all. In fact, talent management has evolved and changed over the years to account for new research, laws, and personalities. Generation Z isn’t a monolith, but as a whole, they don’t want to be managed like they’re Boomers, Gen Xs, or Millennials.
As of 2023, the oldest Generation Z employees are in their mid-20s. How you manage them will determine their success in the workplace and, in turn, the overall success of your business.
How to Properly Manage Generation Z Employees
Recruiting and managing Generation Z employees is essential to staying competitive in the market.
Here are seven tips that will help you manage Generation Z employees more effectively.
1. Stay Connected With Technology
Generation Z grew up in an interconnected world, where social media was an important tool for staying connected. These digital natives expect efficiency and transparency and to work with the latest tools. These tools should do two things: help them socialize and work more productively.
Encourage employees to keep an open dialogue, from peer-to-peer messages to team communications. Offer them digital feedback and recognition, and help foster collaboration with their peers. Consider working with them to digitize processes that are manual and clunky.
2. Understand Their Individual Needs
Clocking young people as being “selfish” is a stereotype as old as time. Gen Z aren’t any more or less selfish than previous generations; they’re just more vocal about what they want. This should be seen as a positive thing, as you’ll never have to wonder if you’re managing correctly.
Gen Z won’t tolerate workplaces that aren’t supportive, discriminatory, or abusive, nor should they. Another thing they hate? Being treated like children. If they have the qualifications to be hired, then there’s no reason to talk down to them. Be willing to learn from Generation Z.
3. Offer Opportunities for Growth
If you want to perfect your talent management strategy, you need to consider how Gen Z views work. Gen Z employees typically view their work life as a way to learn and develop. They won’t be loyal to you unless you provide continuous learning opportunities or challenge them daily.
Since they’re willing to invest their time into their personal and professional skill development, offer mentorships, job shadowing, and specific training. Offer them a range of training courses or skill development programs that ensure job satisfaction and possible career advancement.
4. Lead With Empathy and Humanity
Generation Z is more open and empathetic than previous generations because they have access to an endless stream of information. Since day one, they have had the privilege to listen to different perspectives and opinions, making them more in touch with others’ emotions.
Once again, this should be praised. Not only does this make them good mediators, but it also benefits any customer service job. Show Generation Z respect by creating a work environment that’s free of toxicity, pointless office politics, and inaction if employees point out injustices.
5. Allow Flexible Working
Most generations, if they had the choice, would work from home, and many of them can. A McKinsey study found that 35% of job holders can work from home full-time, while 23% can work from home part-time. If their job can be performed at home, why not give them the option?
If working from home isn’t a possibility, consider giving employees flexible working options. Gen Z has a lot on their plates. Many of them work multiple jobs, go to school, and juggle a social life at the same time. With a flexible working policy, Gen Z can come to work when they want.
6. Offer Variety
A boring job is a demotivating one. Generation Z thrives on challenge and change, so offer them a variety of tasks and responsibilities. Encourage employees to take on side projects and initiatives outside of their job roles, so they can keep their skills and knowledge up-to-date.
But don’t just offer variety in terms of projects. Gen Z workers are motivated by feeling valued. They want to contribute and make changes where it matters, and they want to be appreciated for their efforts. Consider getting your workplace involved with charities and volunteerism.
7. Encourage Well-being
Generation Z takes their work-life balance seriously. After the pandemic, they are especially interested in maintaining mental and physical health. That’s why you should encourage them to prioritize well-being and provide them with access to resources, such as digital health programs.
Propping up worker well-being also means committing to paying them a living wage and taking care of their shifts when they need a day off. Don’t forget to lead by example! Employees are more likely to take time off or speak honestly if you’re vacationing and being transparent.
In Conclusion…
By taking these tips into consideration and forgetting the one-size-fits-all approach, you’ll be able to manage Generation Z employees effectively. Eventually, you will build a successful team that’s well-engaged, productive, and motivated to reach their highest potential and goals.
Image Source: Unsplash
HR Future Staff Writer
