5 signs you’re undercharging
Gen Z workers may not be able to slide seamlessly into a workplace that was designed for Baby Boomers.
Managing Gen Z – those workers born between the late 90s and the early 2010s – is proving to be a challenge for even the most hardened people managers and supervisors. Some managers view Gen Z employees as ‘unprofessional and immature’, but is that a fair assessment?
And if you have a large Gen Z workforce, what are the key ways to encourage their talents, while managing them in a way that suits the needs of both the worker and the business?
A recent survey by Resume Templates spoke to 1,000 US people managers to gauge their opinions on managing a Gen Z workforce. Worryingly, the survey found that 7 in 10 managers liken supervising Gen Z to babysitting or parenting.
On the whole, the study shows that some Gen Z workers lack what people managers see as the fundamental skills and behaviours of a professional worker.
Why does Gen Z act so differently to previous generations?
Gen Z workers grew up as digital natives and are used to instant access to information and constant online communication. This can make the traditional, hierarchical communication methods we’re used to in the workplace feel slow, inefficient and…well, kinda boring.
The COVID-19 pandemic also profoundly impacted Gen Z’s entry into the workforce, often delaying the development of critical in-person ‘soft skills’ like professional etiquette and non-verbal communication.
Gen Z workers have different values to preceding generations. They have a far greater focus on work-life balance, their own mental health, and their personal values and morals.
They want work that has a purpose and a transparent, flexible working environment, often prioritising these factors over a traditional career ladder.
As a result, they may challenge established norms in the workplace, which can be perceived as immaturity or unprofessionalism by older generations.
4 ways to get the best from your Gen Z workers
If you’re used to a certain way of working, and an immovable way of managing younger employees, you’re unlikely to get the best work from your Gen Z workers.
As a good people manager, your responsibility is not just to enforce a static way of working. It’s also to look for ways to refine, update and improve your processes, so they work well with all generations in the workplace.
To inspire your Gen Z workers:
Provide frequent and and highly specific feedback
Gen Z thrives on real-time feedback, not annual reviews. Be direct, specific and consistent in your praise and constructive criticism. This helps to guide your younger workers’ development and show them that their work is valued – a key driver for Gen Z workers.
Embrace technology and modern AI tools
As digital natives, Gen Z workers expect to use modern technology in the workplace. Give them user-friendly digital tools, collaborative online platforms and AI apps to help them work more efficiently and feel like they work in a supportive, tech-savvy environment.
Connect work to a larger purpose
Gen Z wants to feel that their work matters. Be clear how their tasks contribute to the company's mission and its positive social impact. Get your workers involved in community projects and charitable work. This gives their work meaning beyond just a pay check, increasing motivation.
Offer Clear Growth and Development Paths
This generation is ambitious about career progression and skill development – they want to hit their career goals fast. Provide a clear career path, mentorship opportunities and access to skills training. This gives Gen Z a tangible path to growth within the company.
Your management style has to be both agile and flexible, and that means keeping up to date with the latest in people management and HR thinking.
