How do you support and develop Gen Z employees while ensuring they feel valued and empowered? Let’s review the strategies that will help build more effective relationships.
The Challenge
Meet Sarah, a recent college graduate who just joined your team. She is enthusiastic, tech-savvy, and eager to make an impact. However, several weeks later, she seems disengaged in meetings, struggles with feedback, and prefers quick text messages over in-person discussions. She hesitates when asked to take the lead on a project, citing uncertainty about expectations.
Sarah represents many Gen Z employees (those born after 2000) – ambitious yet cautious, independent yet craving guidance, and digitally fluent yet sometimes struggling with workplace communication norms.
Strategize
Coaching Gen Z employees requires a blend of structure, flexibility, and purpose-driven engagement. Here are key strategies to explore:
Clarify Expectations Early
Gen Z thrives on transparency. They want clear roles, goals, and benchmarks for success. Provide clear expectations to help Gen Z employees understand their responsibilities and how they can grow within the organization. Use structured onboarding, goal-setting frameworks (like Objectives and Key Results, or OKRs), and frequent check-ins to provide clarity.
Offer Frequent, Constructive Feedback
Unlike previous generations that were used to annual performance reviews, Gen Z expects real-time feedback. Create a culture of continuous feedback through micro-coaching moments, feedback with a quick turn-around, and informal check-ins. Ask questions to understand your Gen Z employees better
Leverage Technology for Engagement
Gen Z employees are digital natives. Gen Z wants to have their voices heard and prefers using digital tools for communication and collaboration. Maximize the use of collaborative tools like Slack, Trello, Microsoft Teams or similar that are supported by your organization to streamline communication and create interactive learning experiences.
Prioritize Meaning and Purpose
This generation seeks work that aligns with their values. Connect their tasks to the organizational or team mission and show how their contributions make a difference for society.
Encourage Autonomy with Guidance
While Gen Z values independence, they also appreciate structured mentorship. Provide them with opportunities for autonomy and self-directed learning but be available for support when needed and offer guidance to build trust.
Create a Safe Space for Questions and Growth
Many Gen Z employees hesitate to ask questions for fear of looking inexperienced. Normalize learning through mistakes by sharing personal stories and encouraging curiosity.
Dig Deeper
Engaging and elevating your team is not just about providing strategies; it is also about fostering self-reflection. Encourage Gen Z employees to reflect on their past experiences:
- What challenges have they faced in their roles so far?
- What feedback have they received, and how have they acted on it?
- What skills or behaviors do they want to improve?
Modeling reflection is key. Share your own career journey, including past mistakes and lessons learned. This builds trust and reassures Gen Z employees that growth is a continuous process.
Take Action
To effectively engage Gen Z employees:
- Implement a weekly check-in to provide structured feedback and goal alignment.
- Assign a project with autonomy while offering guidance when needed.
- Use a collaborative platform to facilitate transparent communication and engagement.
- Conduct regular career development conversations to keep employees motivated and aligned with their long-term goals.
Additional Resources:
Unlock the Gen Z employee: Inside the mind of a native digital | Hannah Williams | TEDxAsheville
