How to successfully manage Gen Z employees

Every few years, a new generation enters the workforce and brings a new set of perspectives, habits, and experiences to the table. This time around, it’s Generation Z. 

Gen Z employees (those born from 1997 to 2012) are expected to account for nearly a third (27%) of the U.S. workforce by 2025, surpassing the boomer generation. Naturally, their increased employment means they will have a more significant impact on the work environment. 

Our Talent Trends report revealed that 59% of respondents said they experienced age discrimination at work—39% of those were Gen Z professionals in their 20s. While managing a multi-generational workforce can be tricky, building an inclusive culture is paramount. So, keep reading for tips on how to successfully manage Gen Z employees by making them feel heard, acknowledged, and appreciated.

Focus on employee growth & engagement

Tenure has declined drastically as younger workers enter the workplace. According to the U.S. Bureau of Labor Statistics, employee tenure among older workers (average 9.6 years) was more than three times higher than younger workers (average of 2.7 years). We can expect Gen Z to continue this trend as more of them enter the workplace. 

However, there are factors you can prioritize to encourage them to stay loyal. Improve your employee engagement by providing mentorship opportunities, training programs, and other professional development initiatives will help Gen Zers feel more motivated in their work. Additionally, charting a clear career path for them within your organization can motivate them to stay for the long term.

Promote a healthy work-life balance

Many older Gen Z professionals had entered the job market just before the pandemic shifted the way we work. As a result, Gen Zers were exposed to more flexible work conditions at the start of their careers—and many appreciate the work-life balance such flexibility afforded them. 

While flexible work arrangements are a great way to promote work-life balance, other options include offering PTO, setting reasonable deadlines, hosting team-building exercises, and leading by example. 

Support mental health

On a similar note, mental health is also a major priority for Gen Z employees. According to the Society for Human Resource Management, 61% of Gen Z respondents would switch jobs if presented with an opportunity to improve their mental health.

This comes as no surprise, considering many young professionals grew up in a culture more transparent and accepting of mental health challenges. The following actions will help demonstrate your business prioritizes their well-being:

• Encourage open communication
• Set and respect boundaries
• Prioritize rest and self-care
• Create a comfortable environment 

Use a customized approach

No one likes feeling like just a number, but Gen Z especially values more personalization where management is concerned. Adopting a people-first approach can help you better connect with your Gen Z employees and lead to more meaningful relationships. 

As you look to bring more Gen Z members onto your team, learn what they value and modify your management approach to finding solutions that allow them to thrive. Simply listening to their needs can go a long way!

Refine your hiring strategy

You can touch on the above tips at the beginning of the employee journey—the interview process. Here are some additional dos and don’ts to follow when interviewing Gen Z talent. 

• Avoid using slang: Tempted to use popular slang terms in job ads or interviews to entice younger workers to join your team? Doing so may cause further disconnection in the workplace. Don’t compromise your or your organization’s identity for the sake of seeming trendy. Let the role, benefits, and your company’s value proposition do the work for you!
• Learn their priorities: Like any employee, Gen Z workers have their own wants. In interviews, listen for what they value. This could be flexibility, professional development, rewards and acknowledgement. Identifying their priorities will help you determine whether they’re a good fit for your team. 
• Acknowledge and check your bias: A recent report found that 42% of hiring managers admitted to considering age when reviewing applicants—and 40% of those said they were biased against hiring Gen Z workers. When considering younger candidates, avoid making assumptions about them. A diverse hiring panel can also help with this.

Read this article for more information on tackling ageism in the workplace.

Need guidance?

If you need hiring support, we can help. Our recruitment experts are experienced filling roles across industries, experience levels, and generations. We can help ensure you maintain fair, equal, and effective hiring processes. Request a call back to discuss your hiring needs.