Leading Gen Z: What Managers Can Do

In my recent workshops with managers, one recurring question kept coming up: "How do we motivate and inspire our Gen Z employees, how to communicate with them?" It seems many leaders are finding themselves in a constant loop of discussions around performance issues, engagement, and retention with this new generation. To get to the heart of the matter, I blended some primary research—chatting with my friends who are leaders in MNCs and rounded some Gen Z mentees (I have two Gen Z kids too) —with secondary research from the latest reports.

WHAT IS GENERATION Z

Generation Z refers to those born between 1996 and 2010. According to McKinsey, this generation has been shaped by the digital age, climate anxiety, a shifting financial landscape, and the COVID-19 pandemic. Known as "digital natives," they are the first generation to grow up with the internet. While older generations have attached many labels to them, my conversations with Gen Z reveal that they are eager to dispel three common myths.

MYTHS & REALITY

Myth 1: Gen Z Are Serial Job-Hoppers

Reality: Gen Z has a lower tolerance for unfulfilling work

"We're not fickle," one of my respondents said. "We just don't want to waste time." He added that several of his older colleagues are not enjoying their work but are grinding through as they have family and financial commitments, and since he is not married, he does not need to "suffer now." Rather than assuming that Gen Z employees are disloyal or restless, recognise that they are quick to leave roles that do not meet their expectations for meaningful work.

Research by Deloitte indicates that 49% of Gen Z employees would leave a job within two years if it didn't align with their values or offer growth opportunities. If the job doesn't light a spark, they're out. So, what's a savvy leader to do?

Tips:

1. Delegate Meaningful Projects: Assign tasks that align with their interests and values. When Gen Z feels personally invested, they're more likely to take the initiative without requiring constant oversight. One leader said, "If they see the impact of their work, they're in it for the long haul." So, take the time to understand what makes them tick and tailor their responsibilities accordingly. A Gen Z respondent added, "When I know my work matters, I'm all in. Give me something I can sink my teeth into, and I'll give it my best."
2. Utilise Technology and Tools: Leverage digital tools to streamline work processes. Gen Z appreciates when technology makes their work more efficient, allowing them to focus on what matters. It's like letting them DJ their playlist—they're happier and more productive when they have the right tools to get the job done their way. One Gen Z lamented, "Why does my company ?have such a poor system?"
3. Encourage Peer-to-Peer Support: Foster a collaborative atmosphere where team members support each other. This can be done by organizing regular team-building activities or setting up a mentorship program. "It's amazing what happens when you let them learn from each other," said another friend who manages a diverse team. "They stay engaged and motivated, and I can focus on bigger-picture tasks." Creating a peer-support network keeps Gen Z engaged and takes some pressure off you as a manager.

Myth 2: Gen Z Isn't Committed

Reality: They want to be heard and maintain a work-life balance

Gen Z values are being listened to and understood. According to Pew Research, 72% of Gen Z prioritise work-life balance over career advancement. They don't subscribe to hustle culture; instead, they view work as a means to fund their personal lives.

I often say that in the good old days, if your boss shouted, "Jump!" the only logical response was, "How high?" But Gen Z? Oh, they'll ask, "Why?" first—and maybe even suggest a better way to jump while they're at it. It's not defiance; it's curiosity. They're wired to understand the purpose behind their actions. Sure, it might take a bit of extra patience, but once you've got them on board, they're all in.

A friend who leads a regional team at a multinational remarked, "They'll give 110% if they feel their voice matters. But if they think you're not listening, they'll check out faster than you can say 'team meeting.'"

Tips

1. Open Up the Dialogue: Create opportunities for two-way communication, whether through team meetings, one-on-one check-ins, or casual chats. Gallup research shows that Gen Z engagement increases by 21% when their opinions are considered in decision-making processes. Don't just nod and smile—really listen. Even if you can't implement every suggestion, acknowledging their input goes a long way in building trust and commitment. A Gen Z respondent said, "When my manager takes the time to hear me out, it makes me feel like I'm part of something bigger. That's what keeps me engaged." Trying coaching style conversation versus mentoring style.
2. Explain the 'Why': Take the time to explain the reasoning behind tasks and decisions. For instance, if you're assigning a new project, explain how it aligns with the company's goals and how it can contribute to their personal growth. When Gen Z understands the purpose, they're more likely to be fully engaged. My friend said, "You can't just tell them to jump—they'll want to know why, how high, and whether it aligns with their personal goals." Sure, it takes a bit more time, but it's an investment in their long-term commitment.
3. Embrace Flexible Work Models: Offer options like remote work, flexible hours, or even the increasingly popular workcation—where Gen Z blends work with leisure by working remotely from holiday destinations. Gen Z values work-life integration, and these flexible arrangements help them effectively balance their professional and personal lives. One leader quipped, "They're all about working smart, not hard. Give them flexibility, and they'll give you results." A Gen Z worker agreed, saying, "Flexibility isn't a privilege—it's a necessity. It allows me to bring my best self to work every day."

Myth 3: Gen Z is Impatient for Promotion

Reality: They want honesty about their career path

Gen Z values transparency and wants to understand what it takes to advance in their careers. According to LinkedIn, 62% of Gen Z employees expect clear communication about career opportunities. A friend in HR shared, "They're not demanding a promotion every year—they just want to know what the path looks like. They'll find it elsewhere if you can't give them that." A Gen Z respondent commented, "I'm not in a rush—I just want to know that there's a future here. If I can see a clear path, I will put in the work."

So, how can you address this?

Tips:

1. Ensure Competitive Compensation: Glassdoor data indicates that 74% of Gen Z would consider leaving a job if they felt underpaid or lacked flexibility. Make sure your compensation packages are competitive and transparent. "You don't have to break the bank," one friend said, "but you have to be fair and upfront about what they can expect."
2. Provide Clear Career Pathways: Offer mentorship programs and regular feedback to help Gen Z navigate their career paths. Clarity in expectations helps them stay motivated and committed. "They want to know what's next," a colleague in leadership development told me. "If you can map it out for them, they're much more likely to stay the course."
3. Communicate Progress: Use data to track and communicate their progress toward promotions. Regular updates help manage expectations and keep them aligned with organisational goals. "They love data," one manager laughed. "Show them the numbers, and they'll show you results."

LEADING GEN Z WITH A SMILE AND A PLAN

It's understandable that after reading these tips, you might feel like leading Gen Z is an uphill battle, especially if your organisation doesn't have policies in place for flexibility. You're already feeling the strain of managing a team. Balancing the expectations of a generation that values autonomy, work-life integration, and rapid career progression with the realities of limited resources and corporate constraints can be daunting. But all hope is not lost. Here's how to navigate these challenges while creating a positive work environment for your Gen Z employees.

1. Focus on What You Can Control

While you may be unable to change company-wide policies, you can make minor adjustments within your team. Start by finding out what matters most to your Gen Z employees. It's not about offering complete remote work but allowing more flexibility in how they structure their day. Can you offer a more flexible start or end time? Can you create an environment where they feel heard, even if significant policy changes are out of reach? Sometimes, even minor tweaks can make a big difference. A Gen Z respondent noted, "Even small changes can make a huge difference in how I feel about my job."

2. Prioritise Well-being—For Your Team and Yourself

It's tough to lead effectively when you're feeling burned out. Gen Z places a high value on mental health and well-being and respects leaders who do the same. Set boundaries that protect your time and energy, and encourage your team to do the same. Lead by example—take breaks, unplug after hours, and promote a culture where it's okay not to always be' on'. This helps you manage your stress and shows your team that you value their well-being. A Gen Z worker remarked, "When my manager takes care of his well-being, it makes me feel like it's okay to do the same."

3. Be Transparent About Limitations

Honesty goes a long way with Gen Z. If your organisation has limited career paths or can't offer the level of flexibility they seek, be upfront about it. Instead of promising what you can't deliver, focus on what you can offer. Maybe it's opportunities for skill development, mentorship, or involvement in projects that align with their values. Being transparent about the limitations and still showing you're invested in their growth builds trust and keeps them engaged even when the perfect solution isn't available.

Finding Balance: Your Role as a Leader

Leading Gen Z doesn't have to mean bending over backwards or burning out. It's about finding a balance that meets your constraints while addressing their core needs. As you reflect on these strategies, consider how you can apply them in ways that align with your team's needs and your capacity. What small changes can you make today to start shifting the dynamic? How can you create a culture of trust, even when resources are limited?

Leadership is not about doing everything perfectly—it's about making thoughtful choices that benefit your team and yourself. By focusing on what you can control, prioritising well-being, and being transparent, you'll be better equipped to lead Gen Z effectively, even in challenging circumstances. And who knows? You might find that these small steps lead to significant improvements in both team morale and productivity.

For leaders: What insights or challenges have you encountered while leading Gen Z employees?

For the Gen Z professionals: What advice would you give your manager to support and lead you?

I look forward to hearing your insights.?