Problems with Gen Z in the workplace? Here’s how to bridge the gap
In the past few years, the workplace has undergone rapid transformations due to incredible technological advancements such as AI and multiple social and political movements, and coupled with the pandemic. Yet notably, the most influential force has been the arrival of Gen Z in the workplace, who has and will continue to alter workplace traditions. Gen Z, the generation born between the late 1990s and early 2000s, already makes up 27% of the workplace and, by 2035, is projected to be the largest generation in the workforce at 31%.
Every new generation that enters the work landscape, brings a new set of skills, insights, and potential, but there are also various challenges. “Problems” with Gen Z in the workplace have labeled the young generation as difficult to work with, however discord between generations has always been a common conflict. To better retain Gen Z recruits, managers must be more intentional in their expectations and understanding of what motivates Gen Z in the workplace.
Build and strengthen the community around them
One of the most common Gen Z stereotypes in the workplace is that they’re disengaged at work. “Quiet quitting,” is when employees complete the tasks that they’re assigned to do within working hours and not striving for perfection. This widespread phenomenon can be credited partly to the instability of a post-pandemic job market. The rise of remote work has also caused Gen Z to assess how they should approach work. In a 2022 survey by Gallup, 54% of Gen Z employees reported feeling not engaged.
By Gallup
It’s important to recognize that Gen Z has emerged from spending their young adult years behind a screen, leading to a lack of interpersonal skills. Gen Z doesn’t see the importance of in-person interactions, so it’s critical for managers to facilitate a work environment that fosters community and inclusivity. Leaders should go beyond just annual or bi-annual evaluations — post-project debriefs, regular one-on-one, and mentoring meetings will open Gen Z to seeing the value in the opportunities and resources made available to them through these relationships.
Tap into their entrepreneurial spirit
Gen Z’s digital fluency and creative mindsets make them as rising business pioneers. They’re motivated by a sense of purpose, connecting their values closely with their work and finding it necessary to contribute to a goal greater than their assigned task. They’ve embodied the attitude of “working to live” instead of “living to work.” Because of this, employers should reorient their approaches to align with Gen Z’s motivations.
Gen Z’s entrepreneurial instincts make them particularly driven, innovative, and risk-taking. Employers should encourage these attitudes to create a culture that embraces experimentation and allows Gen Z to lead projects. Allocating practical resources such as online learning courses and productivity-enhancing tools can also help Gen Z explore and develop their ideas and endeavors.
Be transparent with them
Openly discussing salaries used to be widely considered taboo, but now Gen Z has pushed for transparency around these conversations. Employers should follow Gen Z’s lead in initiating open and honest conversations in order to strengthen trust and build connections. As discussed in my Harvard Business Review article, “Helping Gen Z Employees Find Their Place at Work,” prioritizing transparency and shifting your “managing and communication style from a ‘need-to-know’ policy to an ‘open-access’ one,” will show Gen Z employees that the workplace can be a setting of resource, community, and opportunity.
Going back to the importance of building community, these candid conversations can take form of intentional debriefings, a mentorship program, or even a simple coffee chat. Leaders can purposefully share their experiences and insights, offering themselves as a point of resource and expertise for Gen Z to connect with. Being authentic and transparent in these interactions will encourage Gen Z to engage in communication.
Harness practical training and coaching
What does Gen Z want in the workplace? According to Linkedin, 76% of Gen Z believe that learning is the key to a successful career. Alongside soft skill training, companies should provide training and coaching opportunities to help Gen Z build and develop practical skills. It’s important for there to be both practical and psychological trust for Gen Z in the workplace. These offerings can include:
Skill-based training and coaching
Role-specific courses
Learning and development (L&D) workshops
Team building exercises
The influx of Gen Z in the workplace continues to bring a great impact, so it becomes imperative for organizations and leaders to adapt their strategies to bridge generational gaps. Problems with Gen Z in the workplace should be reevaluated through proactive measures such as upholding community building, entrepreneurship, transparency, and practical training. Embracing the new qualities that Gen Z brings to the workplace will open up a path for innovation and success in today’s and tomorrow’s world.