.png)
When it comes to connecting with Gen Z in the workplace, traditional feedback methods might not always cut it. Supervising and guiding this generation requires a new approach—one that recognizes their unique experiences, values, and communication styles. To truly engage with Gen Z employees, leaders must understand the "whole person," address issues like imposter syndrome, and leverage the specific strengths this generation brings to the table.
Why Gen Z is Different
Raised amidst rapid technological shifts and unprecedented global challenges, Gen Z employees come into the workplace with expectations and skills that differ significantly from those of previous generations. They are driven by values like authenticity, inclusion, and continuous growth, and they expect their work environment to reflect these principles. In return, they offer innovative thinking, tech-savviness, and a readiness to tackle complex social issues.
However, with these strengths come some challenges. The pressures of social media, constant comparison, and societal uncertainty have also led many Gen Z workers to grapple with anxiety and imposter syndrome. These factors must be considered when providing feedback and guidance, as they can profoundly influence how this generation interprets and reacts to input.
Understanding the "Whole Person" Approach
Gen Z values authenticity and connection. To them, a manager’s interest in their professional performance alone won’t suffice. They expect to be seen as whole people, with attention paid not just to what they accomplish, but how they are feeling and evolving. When providing feedback or supervising Gen Z employees, it’s essential to show genuine care and consider their personal context.
Begin conversations by checking in on how they’re doing in their work beyond their tasks. Questions like, “What’s been exciting or challenging for you recently?” open the door to understanding their broader perspective. Being attuned to their well-being establishes trust and positions you as a supportive figure, not just a taskmaster.
Tip #2: Focus on Growth, Instead of Discipline
Keep the temperature of your language low. Focus on growing and building the capacity of the employee, not on fixing deficits, it resonates better. Be a partner in their growth, not a disciplinarian. This approach helps Gen Z employees feel valued and less defensive.
Tip #3: Consider the 360 degree view
Take time to consider what's going on in their life and the "totality of the circumstances". What else is going on for them personally? professionally? Consider the whole person prior to deciding your action steps.
Many Gen Z workers experience imposter syndrome—a sense of not belonging or doubting their abilities despite evidence of competence. This often stems from perfectionism, comparison culture, and high internal standards. Supervisors need to be aware of this dynamic and tailor their feedback accordingly.
Tip #4: Normalize Struggles and Validate Efforts
When giving feedback, make it a point to recognize the effort and learning process, not just the outcome. Use phrases like, “It’s okay not to have all the answers right away,” or, “Everyone has a learning curve with this—it doesn’t mean you’re not doing well.” This can reduce the anxiety associated with feedback and reframe it as an opportunity for growth rather than an indictment of their abilities.
Tip #5: Provide Clear, Actionable Steps
Vagueness in feedback can exacerbate self-doubt. Instead of saying, “Your presentation needs more work,” try something more specific: “The content of your presentation was strong, but I’d suggest adding more data to support your points. Let’s look at some examples together.” This provides a roadmap for improvement and eliminates guesswork, which can be overwhelming for those experiencing imposter syndrome.
Speaking Their Language: Practical Communication Strategies
Gen Z employees have grown up in a world of instant communication and digital engagement. They appreciate clarity, brevity, and purpose-driven dialogue. While they may not always expect constant praise, they do want to feel that their work is impactful and aligned with a larger mission.
Tip #6: Use Technology to Provide Frequent, Consistent Feedback
Consider using digital tools like collaborative documents or project management platforms to provide ongoing feedback. Many Gen Z employees prefer real-time, written comments rather than waiting for a formal review session. This creates a sense of continuous support and alignment.
Tip #7: Make Feedback a Two-Way Street
Gen Z is not afraid to share their opinions and ideas. Encourage them to give feedback on your management style, the team’s culture, or even the feedback process itself. This positions them as active participants in the dialogue and reinforces their sense of agency and inclusion.
Tip #8: Keep It Casual and Transparent
Avoid corporate jargon and overly formal tones when possible. Gen Z appreciates straightforwardness and transparency. If there’s a need to address a difficult topic, frame it with honesty and respect. “I noticed X, and I want to understand your perspective before we find a solution together,” can be much more effective than a directive statement.
Consequences of Ineffective Communication with Gen Z Employees
Failing to effectively communicate with Gen Z employees can reduce performance and increase turnover.
Decreased Engagement and Motivation: Gen Z employees may feel misunderstood or undervalued if the feedback doesn’t resonate with their preferences for more frequent, specific, and purpose-driven communication. This can lead to decreased motivation, disengagement, or even attrition.
High Turnover: Without alignment on feedback and communication, Gen Z employees may be more likely to seek employment elsewhere, where they feel their unique contributions and learning styles are better understood and nurtured.
Mental Health Challenges: If leaders fail to acknowledge and support challenges like imposter syndrome or high stress levels, this can exacerbate mental health issues, contributing to burnout and lowered performance.
Stifled Innovation and Growth: Gen Z employees are known for their creativity, adaptability, and technological savviness. If they don’t feel their strengths are being recognized or encouraged, organizations might miss out on fresh perspectives and innovative ideas.
Reduced Team Cohesion: A lack of understanding between supervisors and Gen Z employees can lead to friction, miscommunication, and a disconnect between teams, reducing overall cohesion and productivity.
Final Thoughts
Supervising Gen Z employees requires supervisors to speak a new language—one grounded in empathy, authenticity, and collaboration. By focusing on the whole person, addressing imposter syndrome with understanding, and adapting communication styles to their preferences, leaders can unlock the full potential of their Gen Z workforce. It’s not about changing who you are as a leader but evolving how you approach leadership to ensure that every conversation is meaningful and every piece of feedback is transformative.
Opmerkingen