2 Ways Managers can Effectively Lead Generation Z

Brief 

Middle managers can be better leaders for younger generations, including Generation Z, by being communicative, “patient and flexible” even as you establish clear expectations and standards, writes Mike Monroe of Vector Marketing. “View yourself as the face of the company, and aim to help employees experience something they couldn’t get anywhere else,” Monroe writes.

Insight

Young people, including Gen Z employees, are breaking the workforce. And leaders — even the millennials who once rebelled against the same systems — seem particularly unsure about how to fix it.

This isn’t an exaggeration. A recent Financial Times article explains the connection between the growing “anti-work” movement and the Great Resignation. Quits rates have been at or near record highs for nine months, with over 4 million quits in December, according to the U.S. Department of Labor.

Some individuals cite disillusionment as the reason people are leaving traditional careers. However, what if the cause has more to do with mediocre management?

Reframing your management style for Gen Z

I’m not suggesting that all managers are mediocre. Rather, I’m arguing that leadership is a deciding factor in whether employees stay or go.According to McKinsey & Co., employee-manager relationships are the top factor affecting employees’ job satisfaction. Workers will stay at a so-so position if their managers are great.

But people won’t stick around for mediocre managers — even if the job is otherwise fantastic.If you’re a middle manager, you’re one of the intangible benefits of working at your company. You need to learn how to attract, interview and supervise up-and-coming workers.

Remember: You may not be able to do much about health care plans, hybrid work schedules, sign-on bonuses or other tangible benefits. But you can change how you lead the people around you and still positively affect retention.

Of course, figuring out how to connect with young workers and help them find their purpose might sound difficult. Many managers feel the same way right now. They’re confused by current workplace trends and don’t get why young workers push back against corporate traditions like the eight-hour workday.