Every generation brings its own strengths, challenges and experiences. Understanding the unique perspectives of Generation Z employees, born between 1997 and 2012, is critical to individual and organizational success.
Young professionals arrive in the workforce with technological fluency, adaptability and a strong sense of purpose.
However, they also arrive amid negative stereotypes about being overly casual, oversharing and lacking interpersonal skills. These assumptions can be damaging for young employees and organizations. According to the human resources association SHRM, 75% of managers say Gen Z employees are more challenging than other generations. In addition, 40% of executives say college graduates are not ready for workplace realities.
But there’s good news. Research shows Gen Z employees can create tremendous value. According to the industry news source BenefitsPRO, they prioritize purpose, authenticity and inclusion. And despite the stereotype of being overly reliant on technology, Gen Z employees score high on oral communication skills. They are eager to learn, adapt and share their insights. These skills can spark innovation and new ways of working.
As Gen Z employees expand their influence in the workplace, managers must learn how to develop and communicate work environments, processes and benefits that support their success.
Key ways to engage and support Gen Z employees
According to the National Association of Colleges and Employers, Gen Z will make up about 30% of the U.S. workforce by 2030. Managers must adopt strategies to engage and retain this new generation to maximize their potential.
The following approaches can help managers support and empower Gen Z employees.
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Highlight career growth.
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Prioritize frequent, transparent communication.
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Set clear expectations.
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Connect roles to meaningful work.
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Discuss mental health.
Highlight career growth
Gen Z employees want to see a path for growth. Managers should discuss the skills and experiences they need to progress in your organization, starting with the recruiting and onboarding process.
Actionable ideas include:
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Career paths
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Mentorships
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Learning and development programs
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Educational conferences
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Self-paced online training
The Harvard Business Review (HBR) recommends asking employees what they need to feel empowered and perform at their best. Outlining concrete steps for skills development and promotional pathways will improve engagement and retention.
Prioritize frequent, transparent communication
Recent graduates value transparency and feedback. For Gen Z, the annual review is not enough. SHRM recommends frequent check-ins, structured performance evaluations and impromptu conversations to build trust and engagement.
Young employees want to be recognized and rewarded for their efforts. Managers can boost confidence and satisfaction by celebrating achievements. Connect individual contributions to team and organizational goals.
The technology consulting company FDM Group says Gen Z employees want a personalized managerial approach tailored to their strengths, weaknesses, preferences and ambitions. Use tools like personality tests, communication preference assessments and strengths analyses to help managers understand how their employees like to learn, work and communicate.
Gen Z wants to feel seen and heard. HBR encourages managers to engage employees early and often to increase trust and productivity.
Set clear expectations
Gen Z values clarity. Managers should be explicit about work schedules, deadlines, project expectations and performance assessments.
For Gen Z, ambiguity can cause confusion and reduce confidence. Instead, detail precisely what is needed to succeed in each role and provide actionable feedback to improve performance. HBR says highlighting specific steps for improvement shows you value their contributions and envision a long-term future.
To put these ideas into action, managers should:
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Coach problem-solving skills. Help employees brainstorm multiple approaches to workplace projects and social situations. Coaching employees encourages collaboration and builds resilience to uncertainty.
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Ask thought-provoking questions. Ideas include: What are you learning? What does success look like for you? What are your top challenges? These conversations establish clarity and invite input.
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Connect Gen Z individuals to experienced employees. They want to learn. SHRM says 83% value having a workplace mentor, but only about 52% say they have one. Connecting them to an experienced employee can guide them as they enter the workforce.
When employees have clear steps for performance and progress, they feel motivated to engage with your organization for the long term.
Connect roles to meaningful work
Gen Z employees believe in mission-driven work. They want their contributions to matter to the team, organization and community.
Supervisors should also provide opportunities for Gen Z to generate ideas and influence. According to SHRM, 74% of Gen Z are comfortable speaking up to managers. Encourage this desire by welcoming feedback and providing cross-departmental collaborations.
HBR says managers should regularly demonstrate how employees’ efforts align with company values and contribute to the social good. Connecting company goals to positive community impacts can increase engagement, satisfaction and retention.
Discuss mental health
FDM Group notes that prioritizing mental health increases trust between managers and employees. Gen Z is more likely than other generations to discuss mental health challenges. Anxiety is a top concern, affecting around 30% of Gen Z employees.
Employers that prioritize employee well-being and mental health resources demonstrate a commitment that speaks volumes to younger workers.
Managers can support mental health in the following ways:
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Provide flexibility: Offer quiet spaces, remote work opportunities, mental health days or other accommodations based on employee needs.
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Digital resources: Connect employees to mental health apps, virtual counseling options and online wellness training tailored to Gen Z’s technological preferences.
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Hold regular conversations: Create a culture where employees feel safe discussing mental health. Managers should be prepared to connect employees with benefits and resources that support their well-being.
Take the next step
FDM Group says a tailored approach to managing Gen Z employees can improve job satisfaction, retention and organizational outcomes. The right benefits and managerial strategies will help you build a thriving culture for your youngest employees.
To learn more about how to align benefits with Gen Z preferences, talk to your benefits adviser. They can help you fine-tune offerings and communications that support your evolving workforce.
