Generation Z employees – those born from the late 1990s through to the early 2010s – may find it difficult to adapt seamlessly to workplaces originally structured for Baby Boomers. For many business owners and managers, effectively supervising and retaining these younger employees presents a distinct challenge.
A recent survey conducted by Resume Templates, involving 1,000 US managers, revealed that 7 in 10 equate supervising Gen Z to parenting. The study highlights a perception that some Gen Z workers lack the professional skills and behaviours traditionally expected in the workplace.
Why the difference?
As digital natives, Gen Z have grown up with immediate access to information and continuous online interaction. For this reason, conventional workplace structures and hierarchical communication styles can appear inefficient or outdated.
Further, the COVID-19 pandemic delayed their acquisition of critical in-person workplace skills such as professional etiquette and non-verbal communication. This generation also places greater emphasis on work–life balance, mental health, personal values and meaningful employment, often prioritising these above traditional career progression. Understandably, such attitudes can be misinterpreted by older generations as a lack of professionalism.
Practical strategies for managing a Gen Z workforce:
Employers aiming to maximise the contribution of Gen Z employees must adopt flexible and contemporary management practices:
- Provide ongoing, specific feedback: Gen Z employees value real-time, constructive feedback rather than annual reviews. Clear, consistent guidance not only builds capability but also demonstrates that their contribution is recognised.
- Leverage technology and AI tools: As digital natives, this generation expects access to modern, efficient systems. Equipping them with collaborative platforms and AI-driven tools reinforces productivity and positions the organisation as forward-thinking.
- Connect roles to a broader purpose: Demonstrating how tasks align with the company’s mission and social impact increases engagement. Involving staff in community or charitable initiatives can provide a sense of purpose beyond remuneration.
- Offer structured career development: Ambition for rapid advancement is a common trait among Gen Z. Transparent career pathways, access to training and structured mentoring are essential to retain and motivate these employees.
To optimise workforce outcomes, management styles must remain agile and aligned with modern HR practices. Employers who adapt their approach stand to harness the innovation, ambition and digital capability that Gen Z brings to the workplace.
