Gen Z are no stranger to stereotypes. Some employers and experienced workers may have strong opinions about the youngest generation at work—and not all of them are positive! Gen Z may approach work differently, but that’s not necessarily a bad thing.
Peter Duris, CEO and Co-founder of AI career tool Kickresume has provided Digital Journal with insights into how managers can support and understand Gen Z team members and create a more productive workplace for everyone.
Some Gen Z employees are new to the working world, so it’s important to be patient when showing them the ropes. A study by the Learning and Work Institute found that 58% of 16-24-year-olds in the UK who are not currently in work, education, or training have never held paid work before, meaning they may be unsure of what to expect in the workplace.
Youth unemployment in the UK currently stands at 16% (against an overall unemployment rate of 5%). The latest job figures further show London now has the highest rate of unemployment among young people in the UK, at 25% (according to the BBC).
Peter Duris, CEO and Co-Founder of Kickresume tells Digital Journal: “Gen Z brings fresh ideas and perspectives to teams, but their way of working is slightly different to what some people are used to. An emphasis on work-life balance, career progression, and a supportive environment matter most to this generation.”
Duris adds: “When it comes to managing a diverse team, there’s no one set way. Which is why taking into account everyone’s needs and preferences is important. While some workers love being in the office every day—others may thrive on more flexible arrangements.”
To show how this can be effective in practice, Duris outlines some advice for people managers.
Tips for managers
- Consider flexible working schedules. Gen Z values flexibility and prioritises a healthy work-life balance. Offering flexible working arrangements—if not already in place—can support your team’s well-being, boost productivity, and help attract top Gen Z talent.
- Set clear expectations. Gen Z appreciates clear and open communication in the workplace. Setting clear and realistic goals can help them understand what’s expected. It’s also best to avoid jargon-heavy communication, as this may feel isolating to the younger generation.
- Provide support and training. Gen Z is often assumed to be a digital native capable of mastering any software straight off the bat. While they are generally tech-savvy, this expectation can lead to frustration for both employees and managers. This generation values training, support, and learning opportunities, as well as a clear path to progression and development.
Another aspect to consider is how older workers build better relationships with younger workers. Again, Duris has some advice.
Tips for older generations working alongside Gen Z
- Use direct language and practice authenticity. Gen Z values honesty and straightforward communication in the workplace. Speak in clear, simple language rather than relying on corporate jargon.
- Respect their boundaries. The younger generation prioritises their work-life balance. If they don’t respond to emails after hours or strictly adhere to start and end times, it doesn’t mean they don’t care—they just prioritise their well-being and personal time.
- Don’t take their direct nature the wrong way. Gen Z can be outspoken, which isn’t a bad thing. They ask questions not to challenge authority, but to understand what is expected and ensure they are well-prepared.
By seeking first to understand Gen Z, managers can learn to more effectively manage younger employees and provide them with the support they need to acclimate to the workplace.
This extends to appreciating the unique conditions that influenced Gen Z’s development, as well as the distinct skills they bring to the table and the potential challenges they now face at work.
