As the workplace continues to evolve, a new generation has taken the stage: Generation Z. They are known for their unique work style, they speak up more, they advocate about mental health. This Gen Z is highly aware about many different social issues, this includes equality, diversity, climate change, and many other things. In this case, leading Gen Z requires a nuanced approach.

First of all, before we can even manage them and optimize their potential, we need to understand about their traits first. While everyone is unique, a generation tends to have some similarities. These similarities are not just built because of personalities, but the way they were raised with the improved technology, access to information, etc.

To start off, Gen Z is born between 1997 to 2013. Those who were born the earliest in the period, let say between 1997-2000, it means when they were 12 years old, it was 2009 and above, where social media was increasing and internet was well spread. Not long after, the life of influencers started to take off. In their working productive year, it was 2020, by that time, it means it was already covid year and all the works require online. There was not a lot of in-person collaborations, meetings, no heavy effort on commuting to office. This kind of ‘normal’ for them in working environment is quite chilling compared to other previous years, it was more flexible and exposure to social issues was well spread. All of these life events brought them as who they are today.

1. They prioritize mental health. They would appreciate colleagues, leaders, and organizations that care about mental health. This mental health for them means to respect boundaries, to understand there is personal time, and not everything is about work. In this case, leaders have to meet in the middle and understand hard-work does not always mean to be there and to work 24 hours, instead to perform high quality of work during the working hour and appreciate if people actually work overtime. Leaders have to be able to see the difference of lazy employees and those who know what to do during working hour. Let say, instead of pushing people to work at all time, we can push to achieve results while also provide trainings or other things the employees need. To make it fair for everyone, do regular KPI (key performance index) check-in. Many of them might not feel familiar with this, so to start of
2. They embrace flexibility. Due to starting the first experience of work during covid, the kind of work they know was only the flexible setting. Some of them do abuse this, some actually really thrive in this setting. Specifically about working time arrangement, I think this will depend a lot on the industry and types of work. Some works really require people to be there, some don’t. If the work does not require, you can try to adjust to be hybrid or full WFA (work from anywhere), with some specific arrangements such as daily check-in at different times, morning and afternoon check-in with proof of progress and results.
3. Foster equality and inclusion. This is somewhat part of the mental health as this promotes healthy working environment. This Gen Z was brought up in a more open minded situation where they were encouraged to speak up more, and they would appreciate to be involved in discussions and collaborations. They know that this can help them grow and this is what they’re supposed to receive at work. Some leaders and conventional organizations would like employees who just listen and follow instructions. In this age, it’s not the thing anymore. Gen Z does have good wide range of knowledge and creative. We can actually optimize their skills in this area by involving them in the process, while we also need to remind ourselves to be open-minded too. Let them speak up and be creative, while also let them know that decisions are made based on some considerations. Ideas can be good and creative but can’t necessarily fit in to the needs now and they have to be able to allow rejections. This might be challenging for some of them, as leaders, you can showcase where you also have ‘bad’ ideas and it’s okay.

Gen Z has a very big potential to help organizations grow. One fundamental and important thing is to give them trust while walk with them (as their working experience is still limited, especially in the in-person setting). To work and grow harmoniously, leaders have to be a little more open minded to this generation’s way of thinking. Praise when they deserve to, give constructive feedback with logical reasoning and how it can be better, demonstrate you’re not always right as a leader, and finally give them space to explore ideas while you give them the outline.