Gen Z, or those born roughly between the mid-1990s and early 2010s, will be an exciting part of your team. And no wonder, because this is a generation of digital upbringing and shifting societal norms. Gen Z's unique approach to work lies in prioritizing purpose over pay and valuing flexibility. They also consider internet access a fundamental right and embrace uncertainty as the norm.
Based on what we know about Gen Z, we created a list of valuable recommendations and leadership principles to help you become a suitable leader for these freshmen in the workforce!
Practical strategies for managing and working with Gen Z employees
Foster a sense of purpose and community
What drives Gen Z employees? They want to know that their work contributes to a larger mission. These workers will not just follow rules for a vague idea. Leaders should clearly communicate company values and show how each employee’s role impacts the organization and society. This is why group work is so important. Allowing your workers to be part of this collective “us” will boost their motivation.
To get a more detailed understanding of improved motivation, we suggest reading Drive by Daniel H. Pink. Here is our summary of this book with all the key ideas:
Offer autonomy and flexibility
This generation thrives in environments where they have control over their work. Never ignore the importance of autonomy! To ensure that your Gen Z workers are performing at their best, give them freedom. Introduce flexible work arrangements, set clear goals, allow employees to determine how they achieve them, and implement policies like "20% time" for personal innovation projects.
Also, make sure your Gen Zs rest enough! If they have paid vacations, constant support from your side, and guidance, they will thrive at their workplace.
Make sure you’re a good leader
Effective leadership is built on a foundation of trust, honesty, and strong interpersonal skills. While leaders are not expected to be perfect, they must take responsibility for their mistakes and be transparent in their decision-making. Gen Z will follow such strong leaders. This openness promotes a culture of trust, ensuring that people feel safe and supported under their leadership.
Beyond establishing trust, you must also maintain it by prioritizing relationships and encouraging collaboration. This applies not only to their teams but also to clients, colleagues, and even competitors. A lack of interpersonal connection can weaken leadership effectiveness.
Let empathy be your guiding principle
Gen Z values being real. Empathy is a crucial aspect of effective leadership. Leaders who fail to connect with their teams risk making harmful decisions. Such managers often prioritize their own interests over the well-being of others. Without empathy, leaders may become detached from the consequences of their actions, especially when there is physical or emotional distance. It leads to a sort of detachment with poor decision-making. You don’t want that!
When employees feel understood and valued, they communicate more openly, which leads to stronger teamwork and better outcomes. Therefore, developing empathy is not just a moral choice but a strategic necessity. Make sure you include that in your company’s culture. You can read more about it all in our summary of the book Leaders Eat Last.
Implement growth management
Sustaining a successful team requires more than just a positive work culture — it also demands effective growth management, particularly when leading Gen Z employees. Growth management ensures that each team member is continuously improving in a way that aligns with their strengths and aspirations.
A key principle of growth management is recognizing that employees have different ambitions and work styles, which in turn requires an individualized approach to support their development effectively. For Gen Z, who highly value career progression and skill development, a well-structured growth management strategy is crucial to maintaining engagement and retention. They will resign very quickly if they see no opportunities for growth!
Talk! Honestly and directly!
Don’t avoid difficult conversations! Apply Radical Candor — a management approach that encourages open, honest feedback. Many leaders shy away from these discussions, fearing conflict or negative reactions from employees. However, avoiding hard conversations can only make things worse! This is particularly relevant when managing Gen Z employees, who value transparency and constructive feedback.
What if one of your employees does not perform well? Many leaders avoid firings by rationalizing poor performance, but prolonging the inevitable can be detrimental to the entire team. Additionally, leaders should welcome feedback on their own performance. Gen Z employees, in particular, expect an environment where they can voice concerns and contribute ideas without fear. More on that and communications within your team in our summary of Radical Candor.
Successfully managing Gen Z employees is not rocket science, and with enough effort, everyone can become a good manager. However, it requires understanding their values and adapting leadership strategies accordingly. To guide Gen Z you have to understand what they want, what they believe, and what they expect from leadership. Try to provide purpose in your company, give them autonomy, and remember to stay real in your work ethic.
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