The oldest members of Gen Z were born in the mid-1990s. These 20-somethings are just coming into their own at work, and younger Gen Zs are joining the workforce every day. Experts say that every generation has its own unique defining moment, and for Gen Z workers, Covid-19 was theirs. Forced to adapt to a once-in-a-lifetime pandemic at a young age, this generation is unlike any that has come before. Here’s how to harness their talents and effectively manage them at work.
Focus on Work-Life Balance
Gen Z employees don’t live to work. But they don’t totally work to live either. Instead, they view work as part of life. They’re well-equipped for remote or hybrid roles, but often appreciate the camaraderie of working on site every day. But they prioritize mental health, flexible hours, and the opportunity to innovate. Focus on supporting a healthy work-life balance.
Set Clear Expectations for Outcomes
Gen Zs don’t like to be micromanaged. But they do want to know whether they’re doing a good job. Explain the desired outcomes upfront. Let them know how their work will be judged. Provide regular check-ins, but resist the urge to hover. Keep the lines of communication open and encourage them to reach out with questions or concerns.
Check Your Work Culture
Gen Z is the most diverse and most accepting generation of all. You won’t impress them with “bro culture” or any other setting that isn’t highly diverse. Implement a zero-tolerance harassment policy. Make sure leadership includes people of all genders, races, and backgrounds. Encourage open discussions, and make sure every voice has the opportunity to be heard.
Lead with Humanity
Ultimately, Gen Z workers simply want to be treated like human beings rather than cogs in a machine. Get to know them as individuals. Respect their viewpoints. Show them that they have value, and be willing to learn from them.
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