Rethinking leadership: what Gen Z expects from their bosses
Entire industries and businesses will rise and fall in the wake of Gen Z. Yet few industries or organizations seem to be prepared for this wake. Are you?
Hang onto your hats. Gen Z is about to take the lead from Baby Boomers and, by year-end, will overtake Boomers in the workforce. That’s a scary thought for many managers who are having a difficult time decoding the wants and needs of their Gen Z employees.
Understanding Gen Z’s expectations
Understanding Gen Z’s expectations and aspirations is crucial for employers looking to attract and retain top talent from this cohort. Companies that fail to align their culture and policies with this generation may struggle to realize their full potential.
Research from Deloitte recently found that Gen Z workers and their bosses share priorities in several areas and differ in others. Both groups, for example, value cultivating working relationships, flexibility in the workplace, and more. Despite these alignments, the survey data also reveals challenges between Gen Z and other generations.
These challenges include the following:
Contrasting views on the importance of empathy
Gen Z workers highly value empathy from their bosses and consider it essential to work engagement, but bosses do not place as high a value on demonstrating empathy. Empathy doesn’t require much effort. A simple “Wow, I can only imagine how that must feel” now and again can go a long way.
Managers should be encouraged to put themselves in the other person’s position, as they, too, were new to the workforce at one time or another.
While being asked clarifying questions might feel frustrating to a manager, Gen Z would prefer to get tasks right the first time as opposed to being given revisions.
If you notice some employees that need a bit more guidance, try to put yourself in their shoes and begin by providing that additional context so they can thrive right off the bat.
Different views on the impact of work on mental health
The Deloitte survey revealed that less than half of Gen Zers say their boss helps them maintain a healthy workload, and 28% say they struggle with their mental health because of their boss.
Gen Z takes their mental health seriously. If they must choose between work and mental health, they’ll choose mental health every time. Leaders interested in retaining this sector of the workforce will need to monitor the workload being assigned and adjust accordingly.
Dissimilar views on work to personal identity
Deloitte’s research revealed that 86% of bosses say that work is a significant part of their identity, while only 61% of Gen Z workers feel that work is a substantial part of their being. This may help explain why bosses are hyper-focused on work while their younger direct reports are less so.
How you see your job’s role in your identity directly correlates to how much time and effort you’re willing to put into your work. Many members of Gen Z desire to live a life outside of the workplace, ensuring a healthy balance between the two.
Bosses need to understand that many of their younger employees have no desire to be just like them, and perhaps that’s not such a bad thing after all.
Lack of rewards and recognition
Other areas that lack alignment include rewards and recognition, and career development. While Gen Z employees may be less focused on money than previous generations, they’re still unwilling to work for peanuts.
This generation comes to the workplace with considerable student debt and the desire to eventually move out of their parent’s home, even if this move is only across the street.
Given that even getting a drink in a major city is now a $20 expense, your younger staff might have various side-gigs to supplement their income.
By providing a competitive salary, you can eliminate the need for ulterior incomes which allows your employees to allot more focus to your company.
Hungry for growth
It’s important to recognize that Gen Z are hungry when it comes to growth in the workplace. Most of them spent some of their formative years being stagnant due to Covid-19.
This means that they already feel behind where they should be as is. So what does this mean when it comes to their career?
They thrive on being given challenges and opportunities to show what they’re capable of. Try giving your Gen Z employees opportunities for growth to prove that they’re able to take those next steps to progress at your company.
Pay Gen Z fairly, treat them well, and provide them with opportunities to develop inside your organization, and they’ll remain productive and committed to you and the team for a long time to come.
Fail to listen to their concerns and you might find yourself with a great deal of unwanted turnover amongst your more junior employees, and no talent pipeline to fuel the growth of your company.
Frequently asked questions
- What are the main differences between Gen Z and other generations in the workplace?
- Gen Z differs from other generations in their focus on empathy, mental health, and work-life balance. Deloitte’s research shows only 61% see work as part of their identity, compared to 86% of bosses. They prioritize mental health over job demands and value empathy from leadership.
- Why is empathy important for retaining Gen Z employees?
- Gen Z considers empathy a key aspect of work engagement. While many managers overlook this, simply acknowledging an employee’s feelings or experiences can boost engagement. Employers that embrace empathy will find it easier to retain Gen Z talent and build stronger, more cohesive teams.
- How does Gen Z’s view on mental health impact their work performance?
- Gen Z takes mental health seriously. Deloitte found that 28% of Gen Zers struggle with their mental health due to their bosses. If faced with a choice between work and mental health, Gen Z will choose mental well-being. Leaders must support healthy workloads to maintain productivity and morale.
- What is Gen Z’s stance on career development and compensation?
- Gen Z values career growth and development. They want opportunities to showcase their abilities and progress within a company. Although less focused on money than previous generations, they won’t work for low wages. Providing competitive salaries and clear career paths is crucial for retaining these employees.
- Why do companies struggle with Gen Z’s work identity?
- Many employers see work as a core part of their identity, while Gen Z does not. Only 61% of Gen Z workers feel that their job is a significant part of who they are. Employers need to accept this difference and support a healthy work-life balance for younger staff to stay engaged.
