Are Middle-Aged Millennial Managers Out of Touch with Gen Z?

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👋 Hey everyone,

Recently, I came across an article on Fortune that suggests Gen Z is the most challenging generation to manage in the workplace. It got me thinking—are middle-aged millennial managers like myself partly to blame? Have we failed to catch up with the evolving realities of work, particularly the needs and expectations of Gen Z?

The Generational Gap

The article discusses how managers find Gen Z employees difficult to manage and often prefer hiring baby boomers. To me, this indicates a big disconnect between current management styles and the work culture Gen Z thrives in.

As millennials, we grew up in a different professional environment—one that valued long hours, hierarchical structures, and often, face-to-face interactions.

Gen Z, however, has grown up with technology at their fingertips, remote work possibilities, and a strong emphasis on work-life balance and mental health. They prioritize purpose and flexibility over traditional job security and are more vocal about their needs and expectations.

Bridging the Gap

From my experience leading creative teams, I’ve learned a few strategies that can help bridge this gap:

1. Embrace Flexibility: Gen Z values flexibility in how and where they work. Allowing remote work and flexible hours can significantly boost their productivity and satisfaction.

2. Prioritize Mental Health: Unlike previous generations, Gen Z is very aware of mental health issues. Providing mental health resources and promoting a culture where it’s okay to discuss these topics is crucial.

3. Encourage Open Communication: Creating an environment where team members feel safe to express their ideas and concerns without fear of judgment or retribution fosters innovation and loyalty.

4. Offer Purposeful Work: Gen Z wants to feel that their work has a meaningful impact. Ensuring that your company’s mission and their role within it are clear can enhance their engagement and commitment.

5. Leverage Technology: This generation is tech-savvy. Utilizing the latest tools and platforms for project management and communication can streamline processes and make the work more engaging.

My Approach to Keeping Creative Teams Engaged

When it comes to managing my creative teams, my focus has always been on these key areas:

• Regular Check-Ins: I hold regular one-on-one meetings to understand my team members' needs, challenges, and aspirations. This helps me tailor my management approach to each individual.

• Professional Development: Providing opportunities for continuous learning and growth is essential. I’ve consistently encouraged my team to attend workshops, take courses, and stay updated with industry trends.

• Recognition and Reward: Celebrating small wins and recognizing individual contributions keeps morale high and encourages a culture of appreciation and respect.

• Collaborative Environment: I foster a collaborative culture where ideas are freely shared and everyone’s input is valued. This not only drives innovation but also strengthens team cohesion.

And in spite of being a big believer in all of these things, there is one crucial skill without which you can’t effectively lead anyone, Gen Z or not. And that is, knowing how to recruit the right people for your team. Unfortunately, a lot of why there is such a clash between management and teams is because some leaders recruit to simply fill in a box, not paying attention to the personality, skills, and experience employees must have to be able to do a good job and thrive.

I believe we all have an opportunity to create a more inclusive, productive, and harmonious workplace. It’s not just about meeting Gen Zers halfway; it’s about evolving our approaches to align with the future of work.

What is your view on this? I’d love to know what you think – please share!

Until next time, keep your 👀 on the future.

Oana xx