11 top tips for managing Gen Z employees

As an increasing number of Gen Z individuals enter the workforce, it’s imperative that managers prepare themselves for an entirely new generation who come with their own working styles and management preferences. At FDM, we’re committed to understanding the unique motivations of Gen Z employees in the workplace, ensuring a harmonious and productive work environment for all – and we’re keen to share all our knowledge with you!

Our dedication to accommodating Gen Z is evident in our latest whitepaper, where we delve into the intricacies of Gen Z’s workplace expectations and provide actionable insights for employers.

But for now, let us walk you through our top tips for managing Gen Z employees in order to improve their job satisfaction, improve retention, and boost business outcomes.

11 Tips for managing Gen Z employees

Managers should adopt the following strategies and approaches when managing their Gen Z employees:

1. Non-hierarchical structure
2. Work-life balance
3. Mental health focus
4. Learning opportunities
5. Career progression
6. Personalised approach
7. A human-first approach
8. Clear expectations & communication
9. Regular check-ins
10. Flexibility
11. Autonomy

1. Non-hierarchical structure

Managers should adopt a managerial style that emphasises collaboration and equal participation among team members, rather than a strict top-down structure for decision-making. Gen Z appreciates this approach as it fosters inclusivity and encourages diverse perspectives, allowing them to feel valued and empowered in the workplace.

In non-hierarchical structures, all team members, regardless of age, are encouraged to contribute their ideas and expertise. This creates an environment where individuals are valued for their skills and contributions and promotes intergenerational exchange of knowledge and perspectives.

2. Work-life balance

Gen Z places high value on maintaining a healthy balance between work and personal life. Market research by GWI reveals that 72% of Gen Z values work-life boundaries, a trait that is likely caused by the work habits formed during the COVID-19 pandemic. Further research from Deloitte tells a similar story with 49% of Gen Z prioritising work-life balance when choosing an employer!

Managers who prioritise work-life balance understand and respect their employees’ need for time outside of work, leading to higher job satisfaction and better overall well-being among Gen Z workers.

3. Mental health focus

Gen Z is increasingly vocal about mental health issues, and they appreciate managers who prioritise mental well-being in the workplace. This is particularly important as Gen Z are more likely to report having a mental health issue than any other generation and 29% of Gen Z say they are prone to anxiety, Managers who offer support, resources, and accommodations for mental health needs create a more supportive and understanding work environment, which resonates positively with Gen Z employees.

4. Learning opportunities

Gen Z values continuous learning and personal development with studies showing that 74% of Gen Z employees would even consider quitting their jobs if skills-building opportunities were not available to them. As such, managers who provide opportunities for skill development, training, upskilling, and career growth appeal to Gen Z workers who are eager to expand their knowledge and advance their careers.

Are learning opportunities the key to retaining Gen Z talent? Learn all about how to improve Gen Z retention through learning opportunities.

5. Career progression

Similarly, clear pathways for career progression are a must-have for Gen Z employees. Managers who offer guidance, feedback, and advancement opportunities help Gen Z employees see a future within the organisation, increasing their engagement and loyalty. It is also important to make the correlation between upskilling and career progression clear to your employees so that they know what they are working towards and how to get there!

6. Personalised approach

Gen Z appreciates managers who take the time to understand their individual strengths, preferences, and goals. Personalised coaching, training, feedback, and assignments allow Gen Z workers to feel recognised and supported, enhancing their job satisfaction and performance as they are more likely to succeed with a plan tailored to them.

Some ways to ensure you are able to provide a personalised approach to each person is by conducting individual strengths and personality tests, or feedback forms. This way, you’ll understand exactly how each individual prefers to be managed, how they like to learn and receive feedback, and the work they enjoy the most.

7. A human-first approach

This one should be a given for managing any generation! However, managers who focus on empathy, compassion, and building a genuine connection with their team members resonate well with Gen Z especially. Similar to the non-hierarchical approach, this humanistic management style creates a more caring and supportive work environment where employees feel valued as individuals, leading to increased loyalty and commitment. One of the most important skills to have for this is empathy!

8. Clear expectations & communication

McKinsey reports that Gen Z are in search of truth, meaning they prefer when managers are honest with them and set realistic goals. Similarly, Gen Z are ‘communaholics’ and connect with others through truthful dialogue, helping them avoid confrontations. So, what does this mean in a professional environment?

Laying out clear expectations for Gen Z employees and providing them with transparency is imperative. When managers communicate clearly about roles, responsibilities, and performance expectations, Gen Z employees feel empowered to navigate their responsibilities effectively. Our report reveals that Gen Z ranks honest and open communication highly as part of a positive work culture. Therefore, adapting your communication style is also a key consideration. While generally Gen Z appreciates open communication, it’s important to gauge each individual and cater your communication to suit them – emphasising the personalised approach discussed above.

9. Regular check-ins

Regular feedback sessions provide opportunities for alignment, growth, and recognition, fostering a sense of direction and purpose. By engaging in ongoing dialogue with Gen Z employees, managers can identify areas for growth and development, providing targeted feedback and guidance to support their professional evolution.

Regular feedback sessions offer opportunities to recalibrate goals and expectations as Gen Z employees acquire new skills and expertise. In the ever-changing landscape of technology, where job roles and requirements are constantly evolving, managers play a crucial role in providing guidance and direction to help Gen Z navigate emerging challenges and opportunities. By adapting goals and performance expectations to align with Gen Z’s evolving skill set and aspirations, managers empower their employees to thrive in an increasingly dynamic and competitive environment.

10. Flexibility

Gen Z values flexibility in working patterns to accommodate their diverse lifestyles and commitments. Managers who offer options such as hybrid working alongside a physical office, flexible hours, or compressed work weeks empower Gen Z employees to achieve a better balance between work and personal life. This flexibility enhances job satisfaction and productivity while demonstrating trust and respect for employees’ individual needs.

Similarly, this generation also appreciates flexibility with regards to time off for travel and other personal pursuits. Whether it’s offering flexible annual leave policies or sabbatical opportunities, managers should demonstrate their commitment to supporting work-life balance and employee happiness.

11. Autonomy

Empowering Gen Z employees with autonomy in their roles fosters a sense of ownership, purpose, and motivation. Managers who delegate responsibility and encourage initiative enable Gen Z employees to unleash their creativity, drive innovation, and contribute meaningfully to organisational success. According to our surveys, Gen Z values autonomy and the freedom to get their work done, and see that as an important part of a positive work culture. So, it’s crucial that you respect this as a manager and avoid any form of micromanagement!

Are you ready to accommodate the next gen of talent?

As an increasing number of Generation Z individuals integrate into the workforce, it becomes imperative for managers to adapt to the evolving landscape of management preferences. By embracing these eleven strategies, managers are able to not only cultivate a positive work culture but also pave the way for sustainable talent pipelines and long-term success with higher employee engagement and retention rates.

Are you looking to attract and retain Gen Z talent? Get in touch today to find out more about our consultancy services and start building your future talent pipeline!