What Gen Z Wants: Relational Management
Generation Z has entered the workforce and it’s thrown everyone for a loop. What exactly is it that Gen Z expects and how can we connect with and retain this new addition to the workforce? Where the Baby Boomers wanted managers and the Millennials wanted leaders, Gen Z seems to want something totally different.
In order to try to solve the puzzle that is Gen Z, I surveyed all of the Gen Z members on my team at Leadr. I wanted to know what they were looking for in a manager. They sent back words like:
Empowering
Relational
Encouraging
Hard-working
Compassionate
Empathetic
Intentional
One team member elaborated, “We are the most connected generation compared to any before. We have so many friends and acquaintances on social media. But we’re the most lonely because all of our relationships are so surface level. So, go deep with us. Spend time with me.” Gen Z is seeking a human connection and that’s not necessarily something that previous generations are accustomed to giving in the workplace.
If you’re anything like me, you’re all about getting the job done. I love to jump into a meeting and mark off those task lists and to-do lists. But that’s not what Gen Z wants. If we’re not showing them that we care about them as a person, they’re going to burn out, give up, or they’re probably not going to stick around very long.
So, how can we connect with Gen Z team members and show that we care about them as people? Here are two simple ways.
Prioritize Growth and Development
We live in a society with a strong gig economy. For Gen Z, if a job is only about applying their knowledge and talents to a task in exchange for money, it’s likely that they’ll pick up a contract or go get a side job. That gives them the flexibility to stay with your organization as long as it is fulfilling and then go find another gig with the skills they’ve curated on the side.
For Gen Z, the main goal of a job is making a difference, access to learning and development opportunities, and plenty of growth opportunities. If we want this generation to stick around, we have to offer something that they are not likely to find by working contracts and side jobs.
Personal growth and development are what can set you apart. Working with your Gen Z team members to create growth plans means that you are taking the time to get to know them and their goals. You are investing in them and creating a depth to the relationship that they can’t get if they job-hop.
Need some ideas on where to start? Check out more on growth plans and leadership development opportunities here.
Have Face-to-Face Communication
Gen Z craves a meaningful connection with you, their leader. Hopefully you and each of your team members are already having 1:1 meetings at least twice a month (I recommend weekly). In fact, Forbes tells us that 60% of Gen Z wants a weekly, if not daily, touch point with their manager.
In these meetings, make a point to ask them about their personal or growth goals and how you can assist with them. To maximize the connection, make meetings face-to-face when possible. Stop by their office or take a walk with them instead of a phone call. When we rely on impersonal, digital communication, we remove the opportunity for personal connection.
Face-to-face doesn’t have to mean physically in-person - especially for remote or hybrid teams. Rather than send an email, try to FaceTime them or set up a Zoom meeting.
Making an Impact With Gen Z
Generation Z is looking to their managers for purpose and connection. We know that 70% of an employee’s engagement relies on the manager, according to Gallup. So, we can have the best mission, the best values, the best strategies, or the best branding and marketing, but at the end of the day, for Gen Z to be engaged, it’s the relationship with you, their manager, that is going to determine if they stick around or not.
What other ways have you made meaningful connections with your Gen Z employees?