{"id":46794,"date":"2025-04-21T12:39:58","date_gmt":"2025-04-21T19:39:58","guid":{"rendered":"https:\/\/www.franklincovey.com\/?p=46794"},"modified":"2026-11-01T07:46:31","modified_gmt":"2026-11-01T14:46:31","slug":"understanding-gen-z-in-the-workplace","status":"publish","type":"post","link":"https:\/\/franklincovey.kz\/en\/blog\/understanding-gen-z-in-the-workplace\/","title":{"rendered":"Understanding Gen Z in the Workplace: Key Strategies for Employers\u00a0"},"content":{"rendered":"\n<section class=\"block block-blog-header\">\n    <div class=\"uk-flex uk-justify-sb\">\n        <div class=\"hero-content\">\n            <h1>Understanding Gen Z in the Workplace: Key Strategies for Employers <\/h1>\n                                <\/div>\n        <div class=\"hero-image\">\n                            <img decoding=\"async\" src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/blank.gif\"\n                dam=\"true\"\n                data-src=\"https:\/\/franklincovey.kz\/wp-content\/uploads\/2025\/04\/blog-gen-z-workplace_300x300.jpg\"\n                alt=\"\"\n                class=\"image-main lazy\">\n                    <\/div>\n    <\/div>\n    <span class=\" animated-line\"><\/span>\n<\/section>\n\n<section class=\"block block-table-of-contents\" id=\"block_ac678884fa8d224e66cced5be0359482\">\n\t<div class=\"uk-container\">\n\t\t<div class=\"heading\">\n\t\t\t<div class=\"title\">Table of Contents<\/div>\n\t\t\t\t\t<\/div>\n\t\t<ul class=\"items\">\n\t\t\t\t\t\t\t<li><a href=\"#a1\" alt=\"Who is Generation Z (Gen Z)?\u00a0\" class=\"link-to-anchor\">Who is Generation Z (Gen Z)?\u00a0<\/a><\/li>\n\t\t\t\t\t\t\t<li><a href=\"#a2\" alt=\"Gen Z\u2019s Unique Workplace Expectations\u00a0\" class=\"link-to-anchor\">Gen Z\u2019s Unique Workplace Expectations\u00a0<\/a><\/li>\n\t\t\t\t\t\t\t<li><a href=\"#a3\" alt=\"What Gen Z Values at Work: 5 Quick Takeaways\u00a0\" class=\"link-to-anchor\">What Gen Z Values at Work: 5 Quick Takeaways\u00a0<\/a><\/li>\n\t\t\t\t\t\t\t<li><a href=\"#a4\" alt=\"Engaging Gen Z: Tips for Recruiting, Retaining, and Developing Talent\u00a0\" class=\"link-to-anchor\">Engaging Gen Z: Tips for Recruiting, Retaining, and Developing Talent\u00a0<\/a><\/li>\n\t\t\t\t\t\t\t<li><a href=\"#a5\" alt=\"Leading and Managing Gen Z: Essential Steps and Resources\u00a0\" class=\"link-to-anchor\">Leading and Managing Gen Z: Essential Steps and Resources\u00a0<\/a><\/li>\n\t\t\t\t\t\t\t<li><a href=\"#a6\" alt=\"Setting the Stage for Gen Z\u2019s Workplace Success\u00a0\" class=\"link-to-anchor\">Setting the Stage for Gen Z\u2019s Workplace Success\u00a0<\/a><\/li>\n\t\t\t\t\t<\/ul>\n\t<\/div>\n\t<span class=\"animated-line\"><\/span>\n<\/section>\n\n<script type=\"text\/javascript\">\n\tjQuery(function(){\n\t\t$(\"#block_ac678884fa8d224e66cced5be0359482 .link-to-anchor\").click(function() {\n\t\t\tvar $me = jQuery(this);\n\t\t    $([document.documentElement, document.body]).animate({\n\t\t        scrollTop: $($me.attr('href')).offset().top - (jQuery('#main-header').outerHeight() + 75)\n\t\t    }, 1000);\n\t\t});\n\t});\n<\/script>\n\n\n<p class=\"wp-block-paragraph\">As recent grads enter the workforce, organizations have an opportunity to shape a new generation of contributors and leaders. But too often, the youngest generation is lambasted for their perceived shortcomings. Gen X was known as cranky slackers, while millennials were thought to be lazy and entitled. And now, managers are choosing <a href=\"https:\/\/www.forbes.com\/sites\/lizelting\/2024\/12\/23\/managers-dont-want-to-hire-gen-z-workers-citing-a-lack-of-soft-skills-survey-says\/\" target=\"_blank\" rel=\"noreferrer noopener\">not to hire Gen Zers<\/a>\u2014or to <a href=\"https:\/\/fortune.com\/article\/why-are-companies-firing-gen-z-employees-workplace-bosses-workers-jobs\/\" target=\"_blank\" rel=\"noreferrer noopener\">fire Gen Z employees<\/a> within a few short months\u2014because they\u2019re seemingly <a href=\"https:\/\/tech.yahoo.com\/business\/articles\/40-business-leaders-think-recent-073201571.html\" target=\"_blank\" rel=\"noreferrer noopener\">unprepared for the workplace<\/a>.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">But by dismissing Gen Z, organizations are missing out on the crucial skills and growth potential recent grads bring to the table. Organizations that fully understand what drives Gen Z and align their leadership, culture, and strategy accordingly can improve their engagement, performance, and retention\u2014particularly as Baby Boomers near retirement and Gen Z prepares to make up <a href=\"https:\/\/www.forbes.com\/sites\/christinecruzvergara\/2024\/12\/23\/what-we-can-expect-from-gen-z-in-the-workforce-in-2025\/\" target=\"_blank\" rel=\"noreferrer noopener\">30% of the U.S. workforce<\/a>.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">With that in mind, let\u2019s take a closer look at what makes Gen Z tick and how your leaders can start <a href=\"https:\/\/www.franklincovey.com\/blog\/managing-gen-z-at-work\/\" target=\"_blank\" rel=\"noreferrer noopener\">managing Gen Z at work<\/a> with clarity, purpose, and accountability.&nbsp;<\/p>\n\n\n<a href=\"#\" class=\"block-anchor-point\" id=\"a1\">&nbsp;<\/a>\n\n\n<p class=\"has-x-large-font-size wp-block-paragraph\"><strong>Who is Generation Z (Gen Z)?<\/strong>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Gen Z includes individuals who were born between 1997 and 2012. They grew up with constant access to technology\u2014smartphones, social media, and the internet all emerged during their early years. But they also grew up during the Great Recession and entered adulthood facing high student debt and an unpredictable job market. Additionally, their educational and early work experiences were undoubtedly shaped by the COVID-19 pandemic, with many Gen Zers missing out on many of the crucial face-to-face experiences\u2014like mentorship, orientations, and internships\u2014that prior generations took for granted.&nbsp;<\/p>\n\n\n<a href=\"#\" class=\"block-anchor-point\" id=\"a2\">&nbsp;<\/a>\n\n\n<p class=\"has-x-large-font-size wp-block-paragraph\"><strong>Gen Z\u2019s Unique Workplace Expectations<\/strong>&nbsp;<\/p>\n\n\n<section class=\"block block-pull-quote\">\n    <img decoding=\"async\" class=\"quote\" src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/quote.png\" alt=\"Quote PNG\">\n    <div class=\"quote-inner\">\n        <h2>Remember, life is a mission, not a career. A career is a profession. A mission is a cause. A career asks, \u2018What\u2019s in it for me?\u2019 A mission asks, \u2018How can I make a difference?\u2019<\/h2>\n        <p class=\"quote-author\">&mdash; Sean Covey, co-author of <em>The Leader in Me<\/em> <br>and President of Education, FranklinCovey\u00a0<\/p>\n    <\/div>\n    <span class=\"animated-line\"><\/span>\n<\/section>\n\n\n<p class=\"wp-block-paragraph\">Like any generation, Gen Z is not a monolith. But the experiences Gen Zers faced during their formative years have largely resulted in a more practical view of work and money, which may come into play during initial workplace expectations. Starting on day one of <a href=\"http:\/\/127.0.0.1:8081\/the-7-habits-effect\/onboarding-gen-z\/\" target=\"_blank\" rel=\"noreferrer noopener\">onboarding<\/a>, they expect communication to be clear and timely; <a href=\"https:\/\/allenvisioninc.com\/ambiguity\" target=\"_blank\" rel=\"noreferrer noopener\">ambiguity<\/a> often proves challenging for a generation that\u2019s accustomed to having the power of the internet at their fingertips, prompting effective leaders to be more transparent about roles, responsibilities, expectations, and goals. Known for being pragmatic and values-driven, Gen Z looks for straightforward, consistent systems and leaders. In general, formality matters less to them than honesty and usefulness.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Gen Z also wants to understand how their work fits into the bigger picture. In fact, Gen Z is often known as the <a href=\"https:\/\/www.mckinsey.com\/industries\/consumer-packaged-goods\/our-insights\/true-gen-generation-z-and-its-implications-for-companies\" target=\"_blank\" rel=\"noreferrer noopener\">purpose-driven generation<\/a>, seeking clarity, autonomy, and meaningful work. By establishing clear connections between team members\u2019 daily contributions and the organization\u2019s mission, values, and goals, leaders can often amplify Gen Z\u2019s engagement and help them feel invested in their work.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Gen Z also expects real-time feedback and ample learning opportunities at work, as is evidenced by the 65% of Gen Zers who say they\u2019re <a href=\"https:\/\/cake.com\/empowered-team\/gen-z-workforce-statistics\/\" target=\"_blank\" rel=\"noreferrer noopener\">eager to learn<\/a> and who <a href=\"https:\/\/www.fastcompany.com\/91159477\/why-gen-z-and-millennial-workers-receive-feedback-differently\" target=\"_blank\" rel=\"noreferrer noopener\">ask for feedback<\/a> on a weekly basis. Gen Z team members may also have their sights set on professional growth, with 70% of Gen Zers in one survey expressing their expectations to be <a href=\"https:\/\/ripplematch.com\/insights\/how-fast-does-gen-z-expect-to-be-promoted\" target=\"_blank\" rel=\"noreferrer noopener\">promoted at work within their first 18 months<\/a> on the job. To engage and retain Gen Z while helping them acclimate to the workplace, effective leaders need to set realistic expectations for team members\u2019 career paths while also identifying opportunities and potential for growth.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">While millennial team members may put a greater emphasis on <a href=\"https:\/\/www.franklincovey.com\/blog\/mastering-collaboration-skills-for-success\/\" target=\"_blank\" rel=\"noreferrer noopener\">collaboration<\/a> and community, Gen Z leans toward self-reliance and expects to see their contributions recognized. In fact, nearly 80% of Gen Z workers say they <a href=\"https:\/\/www.hrotoday.com\/news\/employee-engagement\/recognition-rewards\/what-gen-z-wants-from-recognition\/#:~:text=75%25%20of%20young%20millennial%20and,they%20want%20more%20frequent%20recognition.\" target=\"_blank\" rel=\"noreferrer noopener\">want to receive recognition<\/a> from their managers at least a few times a month. While both millennials and Gen Zers value purpose, Gen Z wants to see visible alignment between stated values and daily decisions. Leaders who want to successfully engage Gen Z need to provide structure and transparency while encouraging <a href=\"https:\/\/www.franklincovey.com\/blog\/improve-team-collaboration-strategies-for-synergetic-success\/\" target=\"_blank\" rel=\"noreferrer noopener\">team collaboration<\/a> and synergy.&nbsp;&nbsp;&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">While Gen Z may seek out employers that are seemingly able to meet many of their expectations, that doesn\u2019t mean it\u2019s realistic or even advisable for organizations to change what\u2019s working. Additionally, leaders may find that the workplace expectations of this new generation are out of sync with the current norms of their industry, organization, or culture. But this can\u2019t act as a deterrent for engaging with or hiring Gen Z. Instead, understanding the \u201cwhy\u201d behind these expectations can allow leaders to readjust Gen Z\u2019s expectations as needed while also creating new possibilities to align with an ever-changing world.&nbsp;<\/p>\n\n\n<a href=\"#\" class=\"block-anchor-point\" id=\"a3\">&nbsp;<\/a>\n\n\n<p class=\"has-x-large-font-size wp-block-paragraph\"><strong>What Gen Z Values at Work: 5 Quick Takeaways<\/strong>&nbsp;<\/p>\n\n\n<section class=\"block block-pull-quote\">\n    <img decoding=\"async\" class=\"quote\" src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/quote.png\" alt=\"Quote PNG\">\n    <div class=\"quote-inner\">\n        <h2>The problem of leadership today is that managers are still applying the Industrial Age control model to knowledge workers. They fail to tap into the highest motivations, talents, and genius of their people.<\/h2>\n        <p class=\"quote-author\">&mdash; Stephen R. Covey\u00a0<\/p>\n    <\/div>\n    <span class=\"animated-line\"><\/span>\n<\/section>\n\n\n<p class=\"wp-block-paragraph\">Having grown up in an interconnected, technology-driven world, Gen Z brings new expectations to the workplace. Understanding these key values can help organizations cultivate a work environment where Gen Z can thrive and contribute meaningfully, while ensuring they aren\u2019t out of step with workplace norms.&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li><strong>Digital Fluency With a Human Edge<\/strong>&nbsp;<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Gen Z expects functional, modern systems\u2014but they also value clarity and personal connection. Digital tools should enhance communication, not replace it. Leaders need to rely on their <a href=\"http:\/\/127.0.0.1:8081\/courses\/the-7-habits\/habit-5\/\" target=\"_blank\" rel=\"noreferrer noopener\">active listening skills<\/a>, even in digital interactions. And because Gen Z is often <a href=\"https:\/\/www.businessinsider.com\/gen-z-trust-issues-government-business-college-other-people-institutions-2022-8\" target=\"_blank\" rel=\"noreferrer noopener\">skeptical of established systems<\/a> and hierarchical structures, leaders must also engage in <a href=\"http:\/\/127.0.0.1:8081\/courses\/leading-at-the-speed-of-trust\/\" target=\"_blank\" rel=\"noreferrer noopener\">trust-building practices<\/a> to supplement the shortcomings of technology, enhance relationships, and build credibility with their direct reports in the digital age.&nbsp;<\/p>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li><strong>Purpose-Driven Work and Contribution<\/strong>&nbsp;<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Gen Z wants to do work that matters. They believe their efforts should connect to a larger mission. When leaders can help their teams to <a href=\"http:\/\/127.0.0.1:8081\/courses\/the-7-habits\/habit-2\/\" target=\"_blank\" rel=\"noreferrer noopener\">Begin With the End in Mind<\/a><sup>\u00ae<\/sup>\u2014one of the <a href=\"http:\/\/127.0.0.1:8081\/courses\/the-7-habits\/\" target=\"_blank\" rel=\"noreferrer noopener\">7 Habits of Highly Effective People<\/a><sup>\u00ae<\/sup>\u2014they can make clear the connection between each employee\u2019s role and the organization&#8217;s purpose. An execution framework like the <a href=\"http:\/\/127.0.0.1:8081\/courses\/the-4-disciplines\/\" target=\"_blank\" rel=\"noreferrer noopener\">4 Disciplines of Execution<\/a><sup>\u00ae<\/sup> can also create a strong tie between individual contributions and goal achievement. Additionally, providing regular feedback and recognition is a must for keeping Gen Z team members engaged and helping their work feel meaningful.&nbsp;<\/p>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li><strong>Career Growth and Financial Stability<\/strong>&nbsp;<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Growth and security matter for Gen Z, as this generation is all too familiar with professional and financial instability. Gen Z often evaluates employers based on learning opportunities, career paths, and salary transparency. In addition to being forthcoming regarding financial compensation, leaders can build <a href=\"http:\/\/127.0.0.1:8081\/why-franklincovey\/leadership\/\" target=\"_blank\" rel=\"noreferrer noopener\">individual effectiveness<\/a> to provide employees with the tools needed to improve their skills and advance within the organization. Remember to <a href=\"http:\/\/127.0.0.1:8081\/courses\/6-critical-practices\/communicate-as-a-coach\/\" target=\"_blank\" rel=\"noreferrer noopener\">hold regular 1-on-1s<\/a> and <a href=\"http:\/\/127.0.0.1:8081\/courses\/6-critical-practices\/use-feedback-as-fuel\/\" target=\"_blank\" rel=\"noreferrer noopener\">create a culture of feedback<\/a> so Gen Z has the ongoing support they need to achieve their growth goals.&nbsp;<\/p>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li><strong>Healthy Work-Life Boundaries<\/strong>&nbsp;<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Gen Z seeks autonomy more than traditional perks and values a distinct separation between their professional and personal lives. Leaders can keep Gen Z engaged by establishing a <a href=\"http:\/\/127.0.0.1:8081\/blog\/workplace-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\">workplace culture<\/a> that prioritizes results without compromising well-being. Be sure to model <a href=\"http:\/\/127.0.0.1:8081\/courses\/the-7-habits\/habit-7\/\" target=\"_blank\" rel=\"noreferrer noopener\">self-renewal habits<\/a> for your team and encourage your direct reports to take the time they need to feel fulfilled and energized at work\u2014whether it\u2019s a short break during the day or some well-deserved time off.&nbsp;&nbsp;<\/p>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li><strong>High-Trust Communication and Transparency<\/strong>&nbsp;<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Gen Z is quick to spot inconsistency; they expect direct communication and honest leadership. Leaders who model <a href=\"http:\/\/127.0.0.1:8081\/courses\/the-7-habits\/habit-1\/\" target=\"_blank\" rel=\"noreferrer noopener\">proactivity<\/a>\u2014owning outcomes, communicating clearly, and acting with integrity\u2014will <a href=\"https:\/\/www.franklincovey.com\/blog\/trusted-communication-changes-everything\/\" target=\"_blank\" rel=\"noreferrer noopener\">build trust<\/a> and reduce turnover. Being clear about the expectations for Gen Z\u2019s role and responsibilities will also go a long way. Our research shows that only <a href=\"http:\/\/127.0.0.1:8081\/courses\/the-4-disciplines\/discipline-1-wildly-important\/\" target=\"_blank\" rel=\"noreferrer noopener\">15% of employees<\/a> have a clear understanding of their organization\u2019s most important goals. Leaders can appeal to Gen Z\u2019s love of learning and increase engagement by valuing transparency and making expectations as clear as possible.&nbsp;<\/p>\n\n\n<a href=\"#\" class=\"block-anchor-point\" id=\"a4\">&nbsp;<\/a>\n\n\n<p class=\"has-x-large-font-size wp-block-paragraph\"><strong>Engaging Gen Z: Tips for Recruiting, Retaining, and Developing Talent<\/strong>&nbsp;<\/p>\n\n\n<section class=\"block block-pull-quote\">\n    <img decoding=\"async\" class=\"quote\" src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/quote.png\" alt=\"Quote PNG\">\n    <div class=\"quote-inner\">\n        <h2>Focus on your organizational culture if you want to win the war on talent.\r\n<\/h2>\n        <p class=\"quote-author\">&mdash; Christi Phillips, Ph.D., co-author of <em>Change: How to Turn Uncertainty Into Opportunity<\/em><\/p>\n    <\/div>\n    <span class=\"animated-line\"><\/span>\n<\/section>\n\n\n<p class=\"wp-block-paragraph\">Understanding what Gen Z expects and values can help shape your organization\u2019s recruitment and retention strategies. Gen Z seeks to join organizations that stand for something and actively invest in their people. They\u2019re drawn to companies where values guide decisions and learning is part of the culture. Demonstrating a clear path for development and leadership growth is one of the strongest signals of long-term commitment. Below are just a few important steps for organizations that want to attract Gen Z and encourage them to stick around for the long term.&nbsp;<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Create a Culture of Growth and Recognition<\/strong>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Recognition isn\u2019t just about praise\u2014for Gen Z, it\u2019s also about progress. They want to know their contributions matter and that they\u2019re moving forward. This generation responds well to feedback, structured development conversations, and visible opportunities to grow. A culture that aligns individual goals with team and <a href=\"https:\/\/www.franklincovey.com\/blog\/mastering-strategic-leadership-a-guide-to-unlocking-organizational-success\/\" target=\"_blank\" rel=\"noreferrer noopener\">organizational success<\/a> helps <a href=\"http:\/\/127.0.0.1:8081\/blog\/motivation-in-the-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\">increase motivation<\/a> and retention.&nbsp;<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Blend Flexibility With Structure<\/strong>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Gen Z thrives when they understand expectations and have the freedom to meet them in a way that suits their working style. Even in organizations with limited remote or hybrid options, autonomy can be fostered through clear goals, defined outcomes, and flexible pathways to achieve them. But autonomy requires accountability. Establishing and communicating priorities ensures effort is focused and purposeful, while having a structure for execution will keep everyone on track\u2014even if working locations, hours, and styles vary from person to person.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Value Mentorship and Clear Career Pathways<\/strong>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In addition to developing effective <a href=\"http:\/\/127.0.0.1:8081\/the-7-habits-effect\/onboarding-gen-z\/\" target=\"_blank\" rel=\"noreferrer noopener\">onboarding for Gen Z<\/a>, mentorship is key to engaging and retaining this newer generation. They seek leaders who offer guidance without micromanaging and support both personal and professional growth. Pairing newer employees with more experienced colleagues not only fosters connection but also encourages knowledge sharing across generations. When mentorship is an intrinsic part of the culture, learning becomes continuous and mutual.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Download our free coaching tool, <\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-unlocking-gen-z-potential-tool?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong><em>Unlocking Gen Z\u2019s Potential<\/em><\/strong><\/a><strong>, to learn how leaders can engage Gen Z team members, bridge critical skill gaps, and develop a plan for success.<\/strong>&nbsp;<\/p>\n\n\n<a href=\"#\" class=\"block-anchor-point\" id=\"a5\">&nbsp;<\/a>\n\n\n<p class=\"has-x-large-font-size wp-block-paragraph\"><strong>Leading and Managing Gen Z: Essential Steps and Resources<\/strong>&nbsp;<\/p>\n\n\n<section class=\"block block-pull-quote\">\n    <img decoding=\"async\" class=\"quote\" src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/quote.png\" alt=\"Quote PNG\">\n    <div class=\"quote-inner\">\n        <h2>To lead is to set the example for what you expect from others and to serve your own needs after you have met the needs of others.<\/h2>\n        <p class=\"quote-author\">&mdash; Randy Illig, co-author of <em>Strikingly Different Selling<\/em> and former leader of FranklinCovey\u2019s sales performance practice\u00a0<\/p>\n    <\/div>\n    <span class=\"animated-line\"><\/span>\n<\/section>\n\n\n<p class=\"wp-block-paragraph\">Effectively leading Gen Z requires an understanding of their unique preferences for structure, feedback, and autonomy while also providing the support they need in acclimating to workplace norms and expectations. Leaders who can align these elements will foster engagement and high performance in this generation. Here are three essential steps leaders can take to manage their Gen Z team members successfully.&nbsp;<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Set Clear Expectations<\/strong>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Gen Z resists vague goals. Leaders who define outcomes, deadlines, and ownership create confidence and accountability. Establishing a system of <a href=\"http:\/\/127.0.0.1:8081\/blog\/fostering-accountability-in-the-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\">workplace accountability<\/a>, like the one found in the 4 Disciplines of Execution (4DX<sup>\u00ae<\/sup>) framework, ensures Gen Z stays focused on what drives results. &nbsp;<br>&nbsp;<br><strong>Download our free guide to learn how to <\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-4-steps-to-refine?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>refine and execute your team goals<\/strong><\/a><strong> for enhanced clarity and performance.<\/strong>&nbsp;<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Provide Regular, Constructive Feedback<\/strong>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Gen Z expects consistent coaching. They don\u2019t want to wait for annual reviews. Rather, leaders should provide Gen Z with feedback that\u2019s timely, honest, and focused on growth. Leaders should schedule consistent 1-on-1 meetings and make a concerted effort to cultivate trust and <a href=\"https:\/\/www.franklincovey.com\/events\/webcast-series\/webcast-leverage-resilience-for-results\/\" target=\"_blank\" rel=\"noreferrer noopener\">resilience<\/a> with their team members to ensure feedback is received gracefully and implemented successfully. &nbsp;<br>&nbsp;<br><strong>Download our free guide to access <\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-100-questions-for-better-1-on-1s?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>100+ questions for better 1-on-1s with your direct reports<\/strong><\/a><strong> and eliminate barriers for more productive feedback sessions.<\/strong>&nbsp;<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Encourage Team Collaboration<\/strong>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Gen Z values collaboration when it\u2019s purposeful. Structured team learning and cross-generational mentorship build culture and innovation. Intentionally building collaborative skills is key to driving a culture of trust and learning. Helping Gen Z team members develop the skills of personal effectiveness\u2014like <a href=\"http:\/\/127.0.0.1:8081\/courses\/the-7-habits\/habit-4\/\" target=\"_blank\" rel=\"noreferrer noopener\">win-win thinking<\/a>, <a href=\"http:\/\/127.0.0.1:8081\/courses\/the-7-habits\/habit-5\/\" target=\"_blank\" rel=\"noreferrer noopener\">honoring others\u2019 perspectives<\/a> through active listening, and <a href=\"http:\/\/127.0.0.1:8081\/courses\/the-7-habits\/habit-6\/\" target=\"_blank\" rel=\"noreferrer noopener\">synergizing<\/a> to solve problems\u2014will help them achieve a <a href=\"http:\/\/127.0.0.1:8081\/blog\/workplace-growth-mindset\/\" target=\"_blank\" rel=\"noreferrer noopener\">growth mindset<\/a> that removes the fear from risk-taking and improves their collaboration for increased fulfillment and better results.&nbsp;<br>&nbsp;<br><strong>Download our free guide, <\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-synergize?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong><em>Synergize: How 1+1 Can Equal More for Your Organization<\/em><\/strong><\/a><strong>, to inspire collaborative skills in your Gen Z team members.<\/strong>&nbsp;<\/p>\n\n\n\n<section class=\"block block-image-with-text \">\n    <div class=\"uk-flex uk-justify-sb has-background bg-color-gray\">\n                    <div class=\"it-text\">\n                <h2 class=\"heading\">The Most Trusted Leadership Company<\/h2>                <p>Learn how your organization can use our people, content, and technology to create collective action and meaningful change.<\/p>\n                                    <div class=\"cta\">\n                                                        <a href=\"#\" alt=\"Request a Demo\"\n                                    class=\"btn btn-primary\"\n                                    data-uk-toggle=\"target: #request-demo-form\">\n                                        Request a Demo                                <\/a>\n                                            <\/div>\n                            <\/div>\n            <div class=\"it-image\">\n                                    <img decoding=\"async\" \n                        src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/blank.gif\"\n                        data-src=\"https:\/\/franklincovey.kz\/wp-content\/uploads\/2023\/05\/blog_engage-cta_785x450.jpg\"\n                        alt=\"\"\n                        class=\"bw-to-color lazy\">\n                            <\/div>\n            <\/div>\n    <span class=\"animated-line\"><\/span>\n<\/section>\n\n\n<a href=\"#\" class=\"block-anchor-point\" id=\"a6\">&nbsp;<\/a>\n\n\n<p class=\"has-x-large-font-size wp-block-paragraph\"><strong>Setting the Stage for Gen Z\u2019s Workplace Success<\/strong>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Clarity, autonomy, growth, and trust are key for Gen Zers in today\u2019s workforce. Organizations that lead with purpose and provide structure\u2014including opportunities to learn and develop their skills\u2014without micromanaging can more effectively attract and retain this generation while ensuring Gen Z is prepared for what\u2019s ahead.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>For more insights on managing Gen Z, download our free guide, <\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-be-the-leader-who-breaks-through-to-gen-z?x=j4G37p\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Be the Leader Who Breaks Through to Gen Z: How to Get Recent Grads to Stop Task Masking and Start Engaging at Work<\/strong><\/a><strong>.<\/strong>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Understanding Gen Z in the workplace? Discover key strategies for employers to effectively engage and manage Gen Z employees for success and productivity. <\/p>\n","protected":false},"author":23,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[60],"tags":[],"class_list":["post-46794","post","type-post","status-publish","format-standard","hentry","category-winning-culture"],"acf":[],"_links":{"self":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/posts\/46794","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/users\/23"}],"replies":[{"embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/comments?post=46794"}],"version-history":[{"count":15,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/posts\/46794\/revisions"}],"predecessor-version":[{"id":56121,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/posts\/46794\/revisions\/56121"}],"wp:attachment":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/media?parent=46794"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/categories?post=46794"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/tags?post=46794"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}