[[{"@context":"http:\/\/schema.org","@type":"Article","@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#Article","articleBody":"Do you know how to effectively manage millennials and Gen Z at work? According to Gallop, the two youngest working generations already make up almost half the full-time workforce in the U.S.. So, if you don\u2019t know yet, it\u2019s time to learn. Your business could depend on it.\nStudies show time and time again that companies with engaged employees consistently out-perform companies with disengaged employees. High employee engagement increases productivity, sales, and profitability, and reduces absenteeism and turnover.\nSo it falls to managers to drive engagement on their teams, and unlock their employees\u2019 potential. But the world changes so rapidly, each generation seems to be a drastic departure from the one before it. The strategies that worked in years past may not be effective with the younger generations. So, managers need to adapt.\nJust like good CX, good employee experience starts with understanding. So let\u2019s examine millennials and Gen Z at work, and the best ways to manage and engage them.\n \nThe case for EQ: Why emotional intelligence in business matters\n Emotional intelligence in business boosts productivity, employee engagement, efficiency, customer satisfaction, and profits, so it's no wonder EQ has the attention of the business world. \nEveryone\u2019s got a backstory: What shaped the youngest working generations\nWe\u2019re products of our upbringing. Pivotal moments that form our generational identities also inform our values and expectations at work.\nTo understand what motivates millennials and Gen Z at work, we need to look at where they came from.\n \nHow does employee experience impact business performance?\n A positive employee experience helps drive the success of a company, from both a financial and social point of view. \nMeet the millennials\nMillennials were born between 1980-1995, and currently make up the largest portion of the U.S. workforce.\nThey had just started working at the onset of the Great Recession. That not only impacted their work experience (hello, unpaid internships), but also their families and communities.\nMillennials saw older generations \u2013 who had valued loyalty at work \u2013 get laid off in an instant. Suddenly, that loyalty no longer seemed to be rewarded like it was supposed to.\nThose who secured jobs often set themselves apart by being willing to work longer hours and wear more hats at work. The \u201cgrind\u201d became their competitive advantage. (This would eventually lead to a burnout epidemic, placing a higher value on work-life balance.)\nThese experiences gave rise to two distinctly \u201cmillennial\u201d traits:\nThey became the job-hopping generation\nUnderstanding they\u2019d be spending more than 40 hours a week working, they sought out personal fulfillment at their jobs, even more than a paycheck.\n \nAnalog girl, digital world: The evolution of self and career in tech\n First, you become a manager. Later, a director. Perhaps you make it to the c-suite. But it\u2019s not a journey for everyone. Does your career support or suppress who you are? \nMeet Gen Z\nGen Z were born between 1996-2010, and is the youngest and most diverse generation in the workforce today.\nThey\u2019re known for being as disruptive as millennials. They weren\u2019t working during the Great Recession, but they saw its impact on their parents and older siblings (many of whom had to move back home). When they entered the workforce, they were met with a whole new challenge: a global pandemic.\nGen Z has been hit hard by mass unemployment, an environmental crisis, and pervasive social justice issues.\nIt\u2019s no wonder what they crave most isn\u2019t millennials\u2019 flexibility \u2013 it\u2019s stability. They are highly-driven and pragmatic.\nSome other distinctly Gen Z traits include:\nThey are true digital natives (many don\u2019t remember a time before smartphones)\nThey are an activist generation, expect companies to meet a higher standard when it comes to diversity and inclusion\n \nMillennial and Gen Z employment: 7 things young talent wants in a job\n Millennial and Gen Z employment are entering the labor market in full force. While companies witness new sets of expectations when it comes to work life. \n6 tips for managing millennials and Gen Z at work\nNow, let\u2019s get tactical.\nSix tips for managing millennials and Gen Z more effectively:\nProvide frequent, clear communication\nPrioritize development and growth\nEmpower them with independence\nConnect with\u00a0why\nFacilitate and enable\nAsk and involve them\n1. Provide frequent, clear communication\nMillennials and Gen Z are both known for wanting a lot of direction and feedback. They were both raised in a culture of instant gratification, getting constant feedback from social media.\nSet up regular 1:1\u2019s to establish an open dialog. Provide regular feedback and guidance on their performance, keeping their long-term goals in mind.\nWith projects, give explicit directions, though it doesn\u2019t need to be hand-holding. Instead, clearly communicate your expectations. (e.g. Does this project need to be done in a specific, templated way, or are you looking for them to take the reins?)\nPro-tip: Millennials tend to respond better to feedback that\u2019s framed in a positive light, whereas Gen Z tends to prefer direct, straightforward communication.\n2. Prioritize development and growth\nGen Z craves stability, while millennials crave flexibility. Two seemingly opposing goals, but they have something in common: both respond well to ongoing education. Millennials want to learn and grow to avoid staying stagnant. Gen Z sees new skills as a sort of insurance policy for long-term security.\nCarve out time for professional development and up-skilling, and show how it will benefit them long-term. You could also set up a formal mentorship program, allowing them to learn hands-on from, and build connections with, other people in the organization. These types of programs not only check the professional development box \u2013 they also show that you\u2019re invested in your employees\u2019 success, something valued by millennials and Gen Z alike.\n3. Empower them with independence\nDespite the stereotypes, younger generations thrive when they can work independently. That doesn\u2019t mean they won\u2019t need some guidance, but micro-managing millennials or Gen Z is likely to shut them down. If you want them to be engaged, provide them with opportunities to harness their problem-solving and creativity.\nMillennials tend to seek out start-ups and young companies where they can job-craft. When possible, give them some agency over their workday. (You can always revisit it if performance starts to slip.)\nGen Z, on the other hand, is drawn to more stable, corporate environments, while still enjoying an entrepreneurial approach. Give them projects they can own end-to-end. They will value the freedom and agency, and be more personally invested and engaged in their work.\n4. Connect with\u00a0why\nMillennials and Gen Z both tend to be more engaged at work when they can see the forest through the trees. They want to know why the work they\u2019re doing is important to the company; why the project where they fit in the broader picture. They also like to know their company shares their values and stands for something beyond its products or services. Whenever possible, connect their work with the why behind it.\nHowever: both generations\u00a0also value authenticity (and have super-keen BS-detectors). So, don\u2019t paint an idyllic picture about how their data entry is going to change the world. But even for those smaller projects that \u201cjust have to be done,\u201d if you can show the value of the task, you\u2019ll see positive results.\nPro-tip: Communicating \u201cwhy\u201d also helps when you need to deliver bad news \u2013 why their proposal didn\u2019t get approved, or why you can\u2019t accommodate their hyper-specific needs. Younger generations expect the workplace to be a lot more empathetic than it used to be. Ask them to be empathetic to the company\u2019s needs, too, and they will likely return the favor.\n5. Embrace innovation\nWe\u2019ve all recently had to embrace high-tech solutions for collaboration since the pandemic.\nBut millennials and Gen Z see connectivity as table-stakes at work.\nAs they become the workforce majority, plan to use new technologies for everything from brainstorms to billing. Whether working from home or in a shared office space, use apps like Slack and Teams to chat and share files. Demonstrate that you\u2019re not stuck in the old way of doing things, and foster a culture of innovation.\n6. Ask and involve them\nAbove all? Millennials and Gen Z want to feel\u00a0seen\u00a0and\u00a0heard. So, ask them how they work best. Involve them in conversations that will impact them. Even if final decisions don\u2019t go their way, they\u2019ll be more engaged if they feel like their voice matters.\nThe future is here: Generation now\nTwo generations known for disrupting the status quo are just moments away from becoming the majority of the full-time workforce.\nThey\u2019re not kids anymore \u2013 they\u2019re highly driven and highly demanding of their work environments.\nThose who can connect with and manage them effectively will be set up for long-term success.\n\ud83e\udd96Is your HR a dinosaur?\ud83e\udd96 Modernize the employee experience so everyone in your org can win. Get started HERE.","author":{"@type":"Person","@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#Article_Person","image":{"@type":"ImageObject","@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#Article_Person_ImageObject","url":"https:\/\/23x6xj3o92m9361dbu2ij362-wpengine.netdna-ssl.com\/wp-content\/uploads\/2017\/08\/Emily_Kelly-150x150.jpg"},"name":"Emily Morrow","sameAs":["https:\/\/twitter.com\/emkmorrow","https:\/\/www.linkedin.com\/in\/emilykmorrow\/"],"url":"https:\/\/www.the-future-of-commerce.com\/contributor\/emily-kelly\/"},"dateModified":"2021-11-04T23:14:32+00:00","datePublished":"2021-10-05T05:01:08+00:00","description":"Do you know how to manage Millennials and Gen Z at work? You should - they already make up almost half the full-time workforce.","headline":"How to manage millennials and Gen Z at work","image":{"@type":"ImageObject","@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#Article_ImageObject","height":"630","url":"https:\/\/www.the-future-of-commerce.com\/wp-content\/uploads\/2021\/09\/Managing-GenZ-Millennials_1200x375-1200x630.jpg","width":"1200"},"mainEntityOfPage":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/","name":"How to manage millennials and Gen Z at work","publisher":{"@type":"Organization","@id":"https:\/\/www.the-future-of-commerce.com\/","additionalType":"https:\/\/www.wikidata.org\/wiki\/Q1193236","description":"Relevant, timely information & analysis on commerce trends, both consumer-facing and B2B.","logo":{"@type":"ImageObject","@id":"https:\/\/23x6xj3o92m9361dbu2ij362-wpengine.netdna-ssl.com\/wp-content\/themes\/hybris_foc\/assets\/images\/layout\/logo-new-2x.png?_=1","height":"96","url":"https:\/\/23x6xj3o92m9361dbu2ij362-wpengine.netdna-ssl.com\/wp-content\/themes\/hybris_foc\/assets\/images\/layout\/logo-new-2x.png?_=1","width":"500"},"name":"The Future of Customer Engagement and Experience","sameAs":["https:\/\/podcasts.apple.com\/us\/podcast\/a-call-for-a-better-experience\/id1479742201","https:\/\/twitter.com\/FutureOfCEC","https:\/\/www.linkedin.com\/groups\/4844282","https:\/\/www.the-future-of-commerce.com\/feed\/"],"url":"https:\/\/www.the-future-of-commerce.com\/"},"url":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#Article"},{"@context":"http:\/\/schema.org","@type":"Organization","logo":{"@type":"ImageObject","url":"https:\/\/23x6xj3o92m9361dbu2ij362-wpengine.netdna-ssl.com\/wp-content\/themes\/hybris_foc\/assets\/images\/layout\/logo-new-2x.png?_=1","height":"96","width":"500","@id":"https:\/\/23x6xj3o92m9361dbu2ij362-wpengine.netdna-ssl.com\/wp-content\/themes\/hybris_foc\/assets\/images\/layout\/logo-new-2x.png?_=1"},"name":"The Future of Customer Engagement and Experience","sameAs":["https:\/\/podcasts.apple.com\/us\/podcast\/a-call-for-a-better-experience\/id1479742201","https:\/\/twitter.com\/FutureOfCEC","https:\/\/www.linkedin.com\/groups\/4844282","https:\/\/www.the-future-of-commerce.com\/feed\/"],"additionalType":"https:\/\/www.wikidata.org\/wiki\/Q1193236","url":"https:\/\/www.the-future-of-commerce.com\/","description":"Relevant, timely information & analysis on commerce trends, both consumer-facing and B2B.","@id":"https:\/\/www.the-future-of-commerce.com\/"},{"@type":["Article"],"@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#Article","@context":{"@vocab":"http:\/\/schema.org\/","kg":"http:\/\/g.co\/kg"},"url":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/","publisher":[{"@id":"https:\/\/www.the-future-of-commerce.com\/"}],"author":[{"@type":"Person","@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#Article_author_Person","image":[{"@type":"ImageObject","@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#Article_author_Person_image_ImageObject","url":"data:image\/svg+xml;base64,PHN2ZyB2aWV3Qm94PSIwIDAgMTUwIDE1MCIgd2lkdGg9IjE1MCIgaGVpZ2h0PSIxNTAiIHhtbG5zPSJodHRwOi8vd3d3LnczLm9yZy8yMDAwL3N2ZyI+PC9zdmc+"}],"sameAs":["https:\/\/twitter.com\/emkmorrow","https:\/\/www.linkedin.com\/in\/emilykmorrow\/\nhttps:\/\/twitter.com\/emkmorrow"],"url":"https:\/\/www.the-future-of-commerce.com\/contributor\/emily-kelly\/\nhttps:\/\/www.the-future-of-commerce.com\/contributor\/emily-kelly\/","name":"https:\/\/www.the-future-of-commerce.com\/contributor\/emily-kelly\/\nhttps:\/\/www.the-future-of-commerce.com\/contributor\/emily-kelly\/"}],"subjectOf":[{"@type":"FAQPage","@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#Article_subjectOf_FAQPage","mainEntity":[{"@type":"Question","@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#subjectOf_FAQPage_mainEntity0","name":"Everyone\u2019s got a backstory: What shaped the youngest working generations","acceptedAnswer":[{"@type":"Answer","@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#subjectOf_FAQPage_mainEntity0_acceptedAnswer_Answer","text":"We\u2019re products of our upbringing. Pivotal moments that form our generational identities also inform our values and expectations at work.To understand what motivates millennials and Gen Z at work, we need to look at where they came from.<\/span><\/strong><\/span>Millennials were born between 1980-1995, and currently make up the largest portion of the U.S. workforce.<\/span><\/strong>They had just started working at the onset of the Great Recession. That not only impacted their work experience (hello, unpaid internships), but also their families and communities.Millennials saw older generations \u2013 who had valued loyalty at work \u2013 get laid off in an instant. Suddenly, that loyalty no longer seemed to be rewarded like it was supposed to.<\/span><\/strong><\/span>Those who secured jobs often set themselves apart by being willing to work longer hours and wear more hats at work<\/a>. The \u201cgrind\u201d became their competitive advantage. (This would eventually lead to a burnout epidemic, placing a higher value on work-life balance.)These experiences gave rise to two distinctly \u201cmillennial\u201d traits:<\/span><\/strong><\/span>
  • They became the job-hopping generation<\/li>
  • Understanding they\u2019d be spending more than 40 hours a week working, they sought out personal fulfillment at their jobs, even more than a paycheck<\/a>.<\/li> Gen Z were born between 1996-2010, and is the youngest and most diverse generation in the workforce today.<\/span><\/strong>They\u2019re known for being as disruptive as millennials. They weren\u2019t working during the Great Recession, but they saw its impact on their parents and older siblings (many of whom had to move back home)<\/a>. When they entered the workforce, they were met with a whole new challenge: a global pandemic<\/a>.Gen Z has been hit hard by mass unemployment, an environmental crisis, and pervasive social justice issues.<\/span><\/strong><\/span>It\u2019s no wonder what they crave most isn\u2019t millennials\u2019 flexibility \u2013 it\u2019s stability. They are highly-driven and pragmatic.Some other distinctly Gen Z traits include:<\/span><\/strong><\/span>
  • They are true digital natives (many don\u2019t remember a time before smartphones<\/a>)<\/li>
  • They are an activist generation, expect companies to meet a higher standard when it comes to diversity and inclusion<\/a><\/li> "}]},{"@type":"Question","@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#subjectOf_FAQPage_mainEntity1","name":"6 tips for managing millennials and Gen Z at work","acceptedAnswer":[{"@type":"Answer","@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#subjectOf_FAQPage_mainEntity1_acceptedAnswer_Answer","text":"Now, let\u2019s get tactical.
  • Provide frequent, clear communication<\/li>
  • Prioritize development and growth<\/li>
  • Empower them with independence<\/li>
  • Connect with why<\/em><\/li>
  • Facilitate and enable<\/li>
  • Ask and involve them<\/li> Millennials and Gen Z<\/a> are both known for wanting a lot of direction and feedback. They were both raised in a culture of instant gratification, getting constant feedback from social media.Set up regular 1:1\u2019s to establish an open dialog. Provide regular feedback and guidance on their performance, keeping their long-term goals in mind.With projects, give explicit directions, though it doesn\u2019t need to be hand-holding. Instead, clearly communicate your expectations. (e.g. Does this project need to be done in a specific, templated way, or are you looking for them to take the reins?)Pro-tip: Millennials tend to respond better to feedback that\u2019s framed in a positive light, whereas Gen Z tends to prefer direct, straightforward communication.<\/strong><\/span>Gen Z craves stability, while millennials crave flexibility. Two seemingly opposing goals, but they have something in common: both respond well to ongoing education. Millennials want to learn and grow to avoid staying stagnant. Gen Z sees new skills as a sort of insurance policy for long-term security.Carve out time for professional development and up-skilling<\/a>, and show how it will benefit them long-term. You could also set up a formal mentorship program, allowing them to learn hands-on from, and build connections with, other people in the organization. These types of programs not only check the professional development box \u2013 they also show that you\u2019re invested in your employees\u2019 success, something valued by millennials and Gen Z alike.Despite the stereotypes, younger generations thrive when they can work independently. That doesn\u2019t mean they won\u2019t need some guidance, but micro-managing millennials or Gen Z is likely to shut them down. If you want them to be engaged, provide them with opportunities to harness their problem-solving and creativity.Millennials tend to seek out start-ups and young companies where they can job-craft. When possible, give them some agency over their workday. (You can always revisit it if performance starts to slip.)Gen Z, on the other hand, is drawn to more stable, corporate environments, while still enjoying an entrepreneurial approach. Give them projects they can own end-to-end. They will value the freedom and agency, and be more personally invested and engaged in their work.Millennials and Gen Z both tend to be more engaged at work when they can see the forest through the trees. They want to know why the work they\u2019re doing is important to the company; why the project where they fit in the broader picture. They also like to know their company shares their values and stands for something beyond its products or services. Whenever possible, connect their work with the why<\/em> behind it.However: both generations also<\/em> value authenticity (and have super-keen BS-detectors). So, don\u2019t paint an idyllic picture about how their data entry is going to change the world. But even for those smaller projects that \u201cjust have to be done,\u201d if you can show the value of the task, you\u2019ll see positive results.Pro-tip: Communicating \u201cwhy\u201d also helps when you need to deliver bad news \u2013 why their proposal didn\u2019t get approved, or why you can\u2019t accommodate their hyper-specific needs. Younger generations expect the workplace to be a lot more empathetic than it used to be. Ask them to be empathetic to the company\u2019s needs, too, and they will likely return the favor.<\/strong><\/span>We\u2019ve all recently had to embrace high-tech solutions for collaboration since the pandemic.But millennials and Gen Z see connectivity as table-stakes at work.<\/span><\/strong><\/span>As they become the workforce majority, plan to use new technologies for everything from brainstorms to billing. Whether working from home or in a shared office space, use apps like Slack and Teams to chat and share files. Demonstrate that you\u2019re not stuck in the old way of doing things, and foster a culture of innovation.Above all? Millennials and Gen Z want to feel seen <\/em>and heard<\/em>. So, ask them how they work best. Involve them in conversations that will impact them. Even if final decisions don\u2019t go their way, they\u2019ll be more engaged if they feel like their voice matters."}]},{"@type":"Question","@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#subjectOf_FAQPage_mainEntity2","name":"The future is here: Generation now","acceptedAnswer":[{"@type":"Answer","@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#subjectOf_FAQPage_mainEntity2_acceptedAnswer_Answer","text":"Two generations known for disrupting the status quo are just moments away from becoming the majority of the full-time workforce.They\u2019re not kids anymore \u2013 they\u2019re highly driven and highly demanding of their work environments.<\/span><\/strong><\/span>Those who can connect with and manage them effectively will be set up for long-term success."}]}]}],"image":[{"@type":"ImageObject","@id":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/#Article_image_ImageObject","url":"https:\/\/www.the-future-of-commerce.com\/wp-content\/uploads\/2021\/09\/Managing-GenZ-Millennials_1200x375-1200x630.jpg","width":"1200","height":"630"}],"mainEntityOfPage":"https:\/\/www.the-future-of-commerce.com\/2021\/10\/05\/how-to-manage-millennials-and-gen-z-at-work\/","articleBody":" Do you know how to effectively manage millennials and Gen Z at work? According to Gallop, the two youngest working generations already make up almost half the full-time workforce in the U.S.. So, if you don\u2019t know yet, it\u2019s time to learn. Your business could depend on it. Studies show time and time again that companies with engaged employees consistently out-perform companies with disengaged employees. High employee engagement increases productivity, sales, and profitability, and reduces absenteeism and turnover. So it falls to managers to drive engagement on their teams, and unlock their employees\u2019 potential. But the world changes so rapidly, each generation seems to be a drastic departure from the one before it. The strategies that worked in years past may not be effective with the younger generations. So, managers need to adapt. Just like good CX, good employee experience starts with understanding. So let\u2019s examine millennials and Gen Z at work, and the best ways to manage and engage them. The case for EQ: Why emotional intelligence in business matters Emotional intelligence in business boosts productivity, employee engagement, efficiency, customer satisfaction, and profits, so it's no wonder EQ has the attention of the business world. Everyone\u2019s got a backstory: What shaped the youngest working generations We\u2019re products of our upbringing. Pivotal moments that form our generational identities also inform our values and expectations at work. To understand what motivates millennials and Gen Z at work, we need to look at where they came from. How does employee experience impact business performance? A positive employee experience helps drive the success of a company, from both a financial and social point of view. Meet the millennials Millennials were born between 1980-1995, and currently make up the largest portion of the U.S. workforce. They had just started working at the onset of the Great Recession. That not only impacted their work experience (hello, unpaid internships), but also their families and communities. Millennials saw older generations \u2013 who had valued loyalty at work \u2013 get laid off in an instant. Suddenly, that loyalty no longer seemed to be rewarded like it was supposed to. Those who secured jobs often set themselves apart by being willing to work longer hours and wear more hats at work. The \u201cgrind\u201d became their competitive advantage. (This would eventually lead to a burnout epidemic, placing a higher value on work-life balance.) These experiences gave rise to two distinctly \u201cmillennial\u201d traits: They became the job-hopping generation Understanding they\u2019d be spending more than 40 hours a week working, they sought out personal fulfillment at their jobs, even more than a paycheck. Analog girl, digital world: The evolution of self and career in tech First, you become a manager. Later, a director. Perhaps you make it to the c-suite. But it\u2019s not a journey for everyone. Does your career support or suppress who you are? Meet Gen Z Gen Z were born between 1996-2010, and is the youngest and most diverse generation in the workforce today. They\u2019re known for being as disruptive as millennials. They weren\u2019t working during the Great Recession, but they saw its impact on their parents and older siblings (many of whom had to move back home). When they entered the workforce, they were met with a whole new challenge: a global pandemic. Gen Z has been hit hard by mass unemployment, an environmental crisis, and pervasive social justice issues. It\u2019s no wonder what they crave most isn\u2019t millennials\u2019 flexibility \u2013 it\u2019s stability. They are highly-driven and pragmatic. Some other distinctly Gen Z traits include: They are true digital natives (many don\u2019t remember a time before smartphones) They are an activist generation, expect companies to meet a higher standard when it comes to diversity and inclusion Millennial and Gen Z employment: 7 things young talent wants in a job Millennial and Gen Z employment are entering the labor market in full force. While companies witness new sets of expectations when it comes to work life. 6 tips for managing millennials and Gen Z at work Now, let\u2019s get tactical. Six tips for managing millennials and Gen Z more effectively: Provide frequent, clear communication Prioritize development and growth Empower them with independence Connect with why Facilitate and enable Ask and involve them 1. Provide frequent, clear communication Millennials and Gen Z are both known for wanting a lot of direction and feedback. They were both raised in a culture of instant gratification, getting constant feedback from social media. Set up regular 1:1\u2019s to establish an open dialog. Provide regular feedback and guidance on their performance, keeping their long-term goals in mind. With projects, give explicit directions, though it doesn\u2019t need to be hand-holding. Instead, clearly communicate your expectations. (e.g. Does this project need to be done in a specific, templated way, or are you looking for them to take the reins?) Pro-tip: Millennials tend to respond better to feedback that\u2019s framed in a positive light, whereas Gen Z tends to prefer direct, straightforward communication. 2. Prioritize development and growth Gen Z craves stability, while millennials crave flexibility. Two seemingly opposing goals, but they have something in common: both respond well to ongoing education. Millennials want to learn and grow to avoid staying stagnant. Gen Z sees new skills as a sort of insurance policy for long-term security. Carve out time for professional development and up-skilling, and show how it will benefit them long-term. You could also set up a formal mentorship program, allowing them to learn hands-on from, and build connections with, other people in the organization. These types of programs not only check the professional development box \u2013 they also show that you\u2019re invested in your employees\u2019 success, something valued by millennials and Gen Z alike. 3. Empower them with independence Despite the stereotypes, younger generations thrive when they can work independently. That doesn\u2019t mean they won\u2019t need some guidance, but micro-managing millennials or Gen Z is likely to shut them down. If you want them to be engaged, provide them with opportunities to harness their problem-solving and creativity. Millennials tend to seek out start-ups and young companies where they can job-craft. When possible, give them some agency over their workday. (You can always revisit it if performance starts to slip.) Gen Z, on the other hand, is drawn to more stable, corporate environments, while still enjoying an entrepreneurial approach. Give them projects they can own end-to-end. They will value the freedom and agency, and be more personally invested and engaged in their work. 4. Connect with why Millennials and Gen Z both tend to be more engaged at work when they can see the forest through the trees. They want to know why the work they\u2019re doing is important to the company; why the project where they fit in the broader picture. They also like to know their company shares their values and stands for something beyond its products or services. Whenever possible, connect their work with the why behind it. However: both generations also value authenticity (and have super-keen BS-detectors). So, don\u2019t paint an idyllic picture about how their data entry is going to change the world. But even for those smaller projects that \u201cjust have to be done,\u201d if you can show the value of the task, you\u2019ll see positive results. Pro-tip: Communicating \u201cwhy\u201d also helps when you need to deliver bad news \u2013 why their proposal didn\u2019t get approved, or why you can\u2019t accommodate their hyper-specific needs. Younger generations expect the workplace to be a lot more empathetic than it used to be. Ask them to be empathetic to the company\u2019s needs, too, and they will likely return the favor. 5. Embrace innovation We\u2019ve all recently had to embrace high-tech solutions for collaboration since the pandemic. But millennials and Gen Z see connectivity as table-stakes at work. As they become the workforce majority, plan to use new technologies for everything from brainstorms to billing. Whether working from home or in a shared office space, use apps like Slack and Teams to chat and share files. Demonstrate that you\u2019re not stuck in the old way of doing things, and foster a culture of innovation. 6. Ask and involve them Above all? Millennials and Gen Z want to feel seen and heard. So, ask them how they work best. Involve them in conversations that will impact them. Even if final decisions don\u2019t go their way, they\u2019ll be more engaged if they feel like their voice matters. The future is here: Generation now Two generations known for disrupting the status quo are just moments away from becoming the majority of the full-time workforce. They\u2019re not kids anymore \u2013 they\u2019re highly driven and highly demanding of their work environments. Those who can connect with and manage them effectively will be set up for long-term success. \ud83e\udd96Is your HR a dinosaur?\ud83e\udd96 Modernize the employee experience so everyone in your org can win. 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