Kiley Mutschler, a regional manager with Active Wellness, shares advice on how to lead and serve Gen Z team members.
In your role as a manager, you have to be adaptable to lead and serve your team both collectively and individually. Being able to identify the strengths, weaknesses and areas of opportunity for growth are a large part of your role. In doing so, you will have to be open to managing your team differently based on many factors but here we’re looking specifically at generational needs.
With more generations in the workplace, it’s your responsibility as a leader to ensure you have a cohesive team for your business to thrive. While it’s important to hold everyone accountable to your core values and principles, there has to be flexibility in how we achieve this.
Gen Z, known as the zoomers, are the youngest and most ethnically diverse generation in America. They were raised on digital technology but value more things similar to boomers. So, when it comes to leading Gen Z, what do they really need from their leaders?
Flexibility
While this is not true of all Gen Z’s, they’re more likely to be working multiple jobs and/or doing more independent work as opposed to other generations. With cost of living increases across the country, it can be challenging to find a role that feels secure and/or offers the financial stability that they need in order to meet their needs.
Being flexible and understanding of schedules, roles and responsibilities is important when hiring and/or coaching a Gen Z employee. While we all have to meet the demands of our business and the role we have hired for, offering flexibility in schedule, hours and ability to offer different pay rates for the roles are important. Find ways to be creative in how you hire and/or what role(s) you need.
Personal Connection
More than any generation in the past, an alarming number of Gen Z’s report high rates of mental health challenges. As we learn more and more about the impact of social media and the country battling a loneliness epidemic, we need to be more present and develop a more personal connection with our Gen Z team. They value face-to-face time, recognition and being part of a cohesive team, not unlike most generations.
Support them in developing real relationships, engaging with the greater team and membership base, as well as checking in to make sure they have the support they need from you in their role. Too often leaders think that personal life should be left at home but a personal check-in goes a long way when it comes to this generation. Recognize that mental health plays a significant role in how people are able to show up every day.
Life Skills
We discuss creating opportunities for continuing education for our team but it usually aligns with continuing education within the industry. Have you considered that your team, especially Gen Z, would prefer education on life skills such as budgeting, saving and investing? By offering education outside of our industry that’s more practical to your team, you can help support them within their role and allow them to see a future for themselves within your organization.
According to McKinsey & Company, the vast majority of Gen Z do not feel as if they would ever be able to purchase a home and/or retire, which is a cause for concern and can even be attributed to their mental health challenges. Providing coaching and life skills will be a value add to your Gen Z team. Use this as an opportunity to partner with people in your community to share services, i.e. a local banker sharing educational information on budgeting and saving, a financial advisor discussing the benefits of renting vs. buying, etc.
“Leadership isn’t a privilege to do less, it is a responsibility to do more.”
– Kristen Hadeed
Approach this generation as a fresh perspective who have new ideas and ways to support and evolve an ever changing industry. Be open to the possibilities and most importantly, take time to look internally when it comes to how you lead and serve this upcoming generation in the workforce.
