Born sometime between the Spice Girl’s Wannabe and Gotye’s Somebody that I used to know, Gen Z are often maligned and misunderstood by the generations that precede them. Those at the tail end of Gen Z might still be in high school, but their older peers have spent the Covid years finding their feet in the workplace and, in many cases, tearing up the playbook.
The last four years has been a difficult time for all, but to begin your career under such challenging circumstances has no doubt shaped Gen Z’s perceptions of and approach to work. Many of the workplace trends expounded on Tiktok – quiet quitting, bare minimum mondays, lazy girl jobs, and the like – have been championed by, or blamed upon, Gen Z.
Reddit subs are punctuated with generational argy-bargy regarding the differing values and subsequent attitudes to work. While older generations might define themselves by professional achievement and adopt a “whatever doesn’t kill me makes me stronger” attitude to unpaid overtime, Gen Z place more value on work-life balance, flexibility, and independence in their careers. These different viewpoints are often a cause of friction as Gen X managers and older have their leadership styles challenged by the new kids on the block.
Gen Z approach to management
Now that older Gen Z’s are entering their mid to late 20’s, more and more will start to find themselves in management positions, or even running their own businesses. While their attitudes might be challenged by the responsibility and commercial pressures of leadership, it seems that those already in management are staying true to the values that characterise their cohort.
Transparent communication - Research suggests Gen Z managers tend to prioritise transparency and open dialogue, and, contrary to common mis-conception, are in fact effective communicators. Being digital natives, Gen Z managers are comfortable with technology and text-based communication and collaboration comes naturally to them.
Emphasis on purpose - Gen Z places importance on meaningful employment and endeavours to link their personal contributions to a broader purpose. They emphasise establishing an inclusive and cooperative work environment, frequently embracing a more democratic management model.
Empathy and feedback - They tend to be empathetic towards their team members and value constructive feedback, even if it might feel uncomfortable.
Autonomy and empowerment - They believe in empowering their team members and granting them autonomy over their work, fostering ownership and motivation.
Supporting Gen Z managers
As many Gen Z managers are relatively new to leadership roles, they may require support and guidance from their superiors in areas like navigating complex situations, setting expectations, and providing coaching.
It's also important to challenge negative assumptions about Gen Z, such as a lack of communication skills or motivation, as these can undermine their effectiveness in management roles and create a less inclusive work environment. Overall, Gen Z managers bring a fresh perspective to the workplace. Their focus on transparency, empathy, and purpose-driven work can be valuable assets for any organisation.
However, supporting their development and combating biases is crucial to ensure they can thrive in their newfound leadership roles. As each generation before them has shaped the workplace according to their own values and priorities, it’s no surprise that those Gen Z already in management positions are doing the same.
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