Managers must adopt a modern Leadership style to effectively lead Gen Z employees, or they risk facing higher Turnover rates!
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
??18% of managers have considered quitting because of the stress of managing Gen Z employees
?? Excessive phone use and poor work ethic are top challenges for managers
?? Two-thirds of managers have adjusted their management styles to better accommodate Gen Z employees, with 75% noting that this age group demands more time and resources.
?? Half report that Gen Z staff cause tension among other generations in the workplace.
?? The challenges of working with Gen Z employees have forced the majority of managers (65%) surveyed to adapt to their management styles, according to a new interesting research published by Intelligent in partnership with Pollfish using data ?? from a survey of 1,000 U.S. managers in October 2024.
?Navigating the management of Gen Z presents unique challenges.
Researchers have identified the main challenges managers face when managing Gen Z, with the most significant being frustration (51%):
? Experiencing frustration (51%)
? Causes them stress (44%)
? Led to disappointment (31%),
? Increased workload (27%),
? The need for additional resources (26%),
? A decrease in personal productivity (20%),
? Feelings of overwhelm (20%),
? Burnout (16%).
?? Due to these challenges with Gen Z employees, 18% of managers have contemplated resigning.
?Biggest challenge with Gen Z employees
Researchers have observed that half of managers identify excessive phone use and poor work ethic as the most significant challenges in managing this age group.
Upon further investigation into areas where Gen Z employees may lack professionalism, 58% of managers report unprofessional attitudes, 53% highlight unprofessional communication skills, and 45% note unprofessionalism in how Gen Z employees receive feedback.
?Implementing a fresh management approach for Gen Z employees.
Researchers have found that 44% of managers report giving more frequent feedback to Gen Z employees.
Additionally, managers are adopting various strategies to better accommodate this generation:
?? Micromanaging (38%)
?? Adjusting management style for work-life balance (35%)
?? Allowing more time for work to be completed (32%)
? Gen Z causes tension with other generation in the workplace
Researchers found in this research that 52% of managers also say that Gen Z workers cause tension among employees from older generations.
?? Workplace attitudes and expectations are the biggest source of conflict between Gen Z and employees from other generations
In another interesting research published recently by Standley Systems , researchers discovered that 64% of Gen Zers surprisingly report experiencing more friction with their peers than with any other group.
?? Who do Gen Z employees get along with best in the workplace? Boomers. Contrary to expectations, Gen Z feels the least friction with Baby Boomers, followed by Gen X and Millennial.
?Managers don't want to hire Gen Z
Researchers also found that 50% of managers say they have fired a Gen Z report, and 27% say they would avoid hiring Gen Z if possible.
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This insightful research uncovered intriguing challenges faced by managers with Gen Z employees, highlighting the definitive need for a new management style. While inter-generational workplace tension is not new, researchers emphasized that Gen Z requires more frequent feedback and support, especially as they transition from full remote work back to the office.
??Thank you Intelligent researchers team for sharing these insightful findings:
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A Human and NOT a Resource | Certified HR Analyst | ESTJ |People and culture | Start up mindset |Data Analytics | Views and Opinions expressed are of my own|
3 小时前Nicolas BEHBAHANI - Very interesting and insightful topic to discuss. In my opinion based on the experience dealing Gen Z reports and colleagues the following reasons make apparently challenging: 1. Most of the managers are millennials for Gen Z and they compare themselves with Gen Z and find a miss in “work ethic” which actually not the case in reality. Gen Z are more professional- they believe in JUST reward, recognition and remuneration against their contributions and they are not fearful to try professions out of their comfort zone,therefore, they have opportunities in abundance. Earlier generations had limited opportunities as neither they had abundance of resources not did they have awareness due to lack of or limited exposure to social media and internet. 2. Gen Z give priority to well being, mental health and work life balance over their only way of earning living (work). They don’t want to compromise any of these for “regular job”. For them, they want a wholesome life which has balance of everything. Therefore, easiest way to handle Gen Z is to change the leadership style and be more accommodating so that we can get best out of the Gen Z who are considerably smarter than all other earlier generations!
Senior HR Manager @ EOX Vantage | Rewards Programs, Comp & Ben, Talent Mapping, HR Digitalization Expert, HR Operations, Compliance
5 小时前Very informative Nicolas BEHBAHANI
Human Resource Professional | MBA | Coporate Recruiting Professional- ASA | Ex-Wirtgen Group,A John Deere Company
14 小时前Thank you for sharing! This is insightful, not only about generational differences but also about adapting to the changing digital and cultural expectations in today’s workplace. Gen Z’s habits, such as frequent phone use and a strong desire for feedback, reflect a need for ongoing connection and learning, which companies can leverage. One more thing adjusting leadership styles doesn’t mean resorting to micromanagement; rather, some companies are exploring flexible approaches that balance autonomy with structure. By adopting a collaborative, empathetic, and adaptable management style with clear boundaries and expectations, companies can turn Gen Z’s unique needs into strengths.
Vivo Team is the ONLY digital L&D company that uses unique, internationally award-winning processes and analytics to build your company into one that is winning in the marketplace with people & profits.
23 小时前UUUuuuumm, intuitively there is something very wrong about this. Many studies indicate there is not much substantial difference in the generations - differences yes , but humans alike . Intergenerational tensions are not a new thing. Even Plato complained about youth. I SPECULATE that what might be the different now is that because of the depth and pace of change and the resulting of older generations - we're out on the high diving board scared to make the leap into a new experience. In the past young people coming into an organization had to "suck it up" or get out i.e all professional training and interning, articling, etc. broke one down into complying & following the rules. That, for the most part has changed - some it it not for the better - others yes. Re; "modern leadership for GenZ" -sort of yes, but its more like leadership that is a "do it WITH rather than a do it TO". Gen z's are have a different view that older generations - there are not necessarily wiser - older generations need to leverage their experiences while engaging Genz's (or anybody new to a job for that matter) and learn to work "The Platinum Rule" not so much The Golden Rule A word to the wise should be sufficient. Thoughts? Jim
CEO - iSkout RPO & Fractional Executive Search
1 天前How about this novel idea. Establish a culture, ethos and a set of rules to support them and then stick to it. Accommodating this group and that group is a fools errand and will only further alienate those not in the group being accommodated.