You may have wondered recently how to effectively lead Generation Z. If you aim to be a great leader (and you do, because that’s why you’re reading this!), one of your main goals should be to connect with, engage, motivate, and guide all of your employees. Since people’s needs and interests can vary greatly by age, understanding how to manage different generations is crucial in today’s management.
We’ve had years to learn about the Boomers, Generation X, and Millennials. But the newest group, Generation Z, is so new to the workforce that many managers are still figuring out how to work with them.
If you’re unsure about how to manage Gen Z, you’re in the right place! Drawing on my own experiences and insights from other business leaders, I’ve created some guidelines to help you manage your younger employees with confidence, empathy, and success.
DO mentor them. DON’T micromanage them.
“Don’t tell people how to do things; tell them what to do and let them surprise you.” —George S. Patton
For many Gen Z employees, their current jobs are their first “real” jobs. They’re eager to be part of the workforce and want to learn and succeed in their careers. At the same time, they want to be treated as trusted adults, not as children who need constant supervision. Provide them with guidance and mentoring, but avoid micromanaging. Help them build the knowledge and skills they need to succeed, but give them space to try things on their own (and even make mistakes!).
DO give plenty of feedback. DON’T focus only on the negatives.
“Management is the opportunity to help people become better people. Practiced that way, it’s a magnificent profession.”
Generation Z employees value feedback as a tool for learning and growth. But feedback isn’t just about pointing out what needs improvement; it also includes recognizing what was done well. These employees want advice on how to fix their mistakes, but they also want recognition for their successes. Balance cheering them on with showing them how to learn from their errors. Constructive feedback should include both positives and negatives.
DO be open to learning from them. DON’T be afraid of their knowledge.
“A manager can’t act like a role model. They need to be a role model.”
While Gen Zers are young and have a lot to learn, they also have a lot to offer (that’s why they were hired, right?). Be open to learning from them, and acknowledge when they teach you something new. This doesn’t undermine your authority; it actually increases it by showing that you are willing and flexible enough to learn from your employees. Demonstrating your openness to learning new things sets an example for your employees to embrace the same attitude.
DO embrace technology. DON’T lose the human element.
“Technology is so much fun but we can drown in our technology. The fog of information can drive out knowledge.”
Generation Z is the first generation of true “digital natives,” having never known a time without the Internet, social media, smartphones, and other tech innovations. To manage them well, you need to be familiar with the tools and media they use for communication. However, while Gen Z values technology, they also value workplace relationships and personal interactions. Managers need to find a balance between embracing technology and maintaining a human approach to work.
