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As a business owner and CEO, I’ve had the pleasure of working with many talented young professionals over the years. For the platform Apprentice, we’ve even done significant research into what Gen-Z wants from an employer. Today’s workforce is dominated by the youngest generation, the Gen-Z employees. These individuals bring a unique perspective and set of skills to the table that can be incredibly valuable for businesses looking to grow and stay competitive. However, managing Gen-Zers can be a challenge, especially for those who aren’t familiar with their mindset and work style. Here are five ways to better manage your Gen-Z team members:
1. Communicate clearly and frequently
Gen-Z thrives on communication. They want to know what’s expected of them and how they’re doing on a regular basis. As a manager, it’s important to provide clear and concise feedback, both positive and constructive, and to check in with your employees often to ensure that they’re on track and have the resources they need to succeed. There’s no such thing as too much communication!
2. Embrace technology
Gen-Z employees are digital natives who grew up with technology as a central part of their lives. They’re comfortable using a wide range of digital tools and platforms to communicate and collaborate, and they expect their employers to do the same. Embracing technology in the workplace can help create a more efficient and collaborative work environment that Gen-Zers will appreciate. (This means cutting-edge tech like ChatGPT!)
3. Offer more flexibility
Generation Z values work-life balance and flexibility in their schedules. They want the ability to work from home or choose their own hours, and they want to be able to take time off when they need it. As a manager, it’s important to be open to these requests and to offer flexible scheduling options whenever possible. We consistently find that our Gen-Z employees and contractors want a hybrid remote-office environment.
4. Provide opportunities for growth
Gen-Zers are ambitious and want to grow both personally and professionally. They want to work for companies that offer opportunities for advancement and development, and they want to feel like their contributions are valued. As a leader, it’s important to provide opportunities for growth and development, whether that’s through mentorship, training programs, or opportunities to take on new responsibilities. Help them see the path forward.
5. Foster a positive and inclusive culture
More than past generations, Gen-Z employees value diversity and inclusivity in the workplace. They want to work for companies that are committed to creating a positive and inclusive culture, where everyone feels valued and respected. They care about social and environmental issues more than other generations, as a whole. As a leader, it’s important to foster a culture of inclusivity and to create an environment where everyone feels welcome and supported.
Managing Gen-Zers requires an approach that takes into account their unique mindset and work style. By communicating clearly, embracing technology, offering flexibility, providing opportunities for growth, and fostering a positive and inclusive culture, managers can build strong relationships with their Gen-Z employees and create a productive and engaged workforce.
Not just Gen-Zers….
Regardless of the generation all associates want to feel they are making a positive contribution and want to be recognized for that contribution to the team. That is why Mystery Shoppers Services puts a lot of effort in onboarding our new clients. Our goal is to help you create a successful mystery shopping program focused on “we caught you doing it right”, not a “gotcha program”. Want to know how to raise the customer service culture with your team? It’s as easy as making a call. We’re here to help.
BY DAVE KERPEN AND CARL PHILLIPS