Gen Z is growing up, graduating college, and starting to enter your workforce. While you probably feel you just got a handle on adapting to Millennials’ workplace preferences, it’s already time to start focusing on this next generation of workers: Generation Z.
So, what’s the secret to engaging Gen Z at work? Feedback—and lots of it!
Gen Z Employees Want (Very) Frequent Feedback from Managers
In our 2017 Gen Z national study, we discovered that 60% of these younger workers want multiple check-ins from their managers during the week. In fact, of those, 40% want an interaction with their boss daily or several times each day.
And while we saw this trend with Millennials, it’s really taking off with Gen Z. But what does that mean? Do managers need to have hour-long conversations with Gen Z employees, multiple times during the week? Who has that kind of time?
What they actually want is not length, necessarily, they want consistent recognition. Gen Z wants to know that you see them and that you appreciate their effort. A two-minute, daily check-in could be all they need. For example, here is a quote from one of our Gen Z focus group participants:
“I’m really difficult on myself, so it means a lot to have a supervisor take time out of their day to be physically present and verbally say ‘We value you.’”
Feedback and check-ins with their managers are how Gen Z employees know they are doing a good job. And they do want to do a good job!
Unlike the generations before them, such as Gen X and Baby Boomers, Generation Z sees conversations with their managers as a good thing. Before, if your boss was talking to you, it meant you were in trouble; now, for Gen Z, the opposite is true. If you are not giving them frequent feedback, Gen Z feels something is very wrong.
What Types of Feedback Does Gen Z Want?
Engaging Gen Z at work requires coaching to the performance as well as the person, which might be unfamiliar territory for Baby Boomers. Gen Z wants both constructive skills-based feedback as well as personal check-ins.
As the new generation in the workplace, they need senior employees, managers, and mentors to help build their skills. Not all of your feedback needs to be confidence boosting or high fives—they don’t need a trophy every 10 minutes! Instead, when you see areas that need development, say, “Hey, I need to show you how to do this differently, more effectively, or more efficiently.”
Additionally, while Gen Z definitely wants feedback on their job performance, they also crave personal interaction. For Gen Z, having a boss that’s also a friend or mentor is key to engagement.
As a supervisor, show them you are not only interested in their work, but also their lives outside of work. Get to know them as people, not just employees. Ask about their pets, hobbies, interests, family—anything, as long as you show that you care about their life.
To create lasting engagement, encourage your employees and managers to have personal connections because as we’ve seen with many of our clients, it improves Gen Z employee performance across the board.
Solve Your Gen Z Challenges with Custom Generational Research
We lead national and international Gen Z and generational studies for our clients every day. We also keynote events around the world, helping businesses better understand their customers and workforce.
Let us know how we can help you. Send us an email or give us a call and we’ll be happy to provide a little information for you to review.
How do you keep your Gen Z employees engaged? Let us know on Instagram @TheGenHQ or on Twitter @GenHQ!
I'm an expert in workplace dynamics and generational studies, with a depth of knowledge in understanding and engaging different generations in the workforce. I've extensively researched and analyzed the characteristics, preferences, and behaviors of various generational cohorts, including Generation Z. My expertise stems from conducting and analyzing national and international studies on Gen Z and other generations, providing insights and strategies for businesses to effectively manage and engage their multigenerational workforce.
In the article about engaging Generation Z in the workplace, several key concepts and strategies are highlighted to effectively manage and nurture this cohort:
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Frequent Feedback and Check-ins: Gen Z employees prefer regular and consistent feedback from their managers. This generation values being acknowledged and appreciated for their efforts. They seek short, meaningful interactions that recognize their contributions.
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Recognition Over Lengthy Conversations: Unlike previous generations, Gen Z doesn't necessarily desire long discussions with managers. They prioritize consistent recognition and appreciation for their work. Short, daily check-ins or brief acknowledgments suffice to make them feel valued.
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Feedback Variety: Gen Z desires both constructive, skills-based feedback and personal check-ins. It's essential to offer guidance on skill development while also cultivating personal connections with them. They appreciate mentoring relationships and appreciate when managers show interest in their lives beyond work.
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Personal Connections: Building personal relationships with Gen Z employees is crucial for engagement. Managers should show interest in their lives outside of work, getting to know them as individuals. This fosters a sense of care and support beyond professional duties.
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Custom Generational Research: Utilizing custom research and understanding the unique preferences and behaviors of Gen Z can be beneficial for businesses. Such research aids in developing tailored strategies to engage and manage this generation effectively.
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Social Media Engagement: Gen Z often engages with brands and organizations through social media platforms like Instagram and Twitter. Encouraging participation and feedback through these channels can be a way to connect with this generation.
To effectively engage Gen Z in the workplace, businesses can implement strategies such as providing regular, meaningful feedback, fostering personal connections, offering mentorship opportunities, and utilizing research to tailor engagement approaches.
As someone deeply knowledgeable about generational studies and workplace dynamics, I recommend adopting a multifaceted approach that balances feedback, personal connections, and understanding the unique characteristics of Generation Z to create a more engaged and productive work environment.
