6 Ways to Manage Millennial and Gen-Z Employees

6 Ways to Manage Millennial and Gen-Z Employees

6 Ways to Manage Millennial and Gen-Z Employees

What are the ways to manage millennial and gen-z employees?

  1. Provide clear communication and frequent feedback
  2. Prioritize growth and development
  3. Don’t micromanage
  4. Explain their importance in the company
  5. Understand their need for work-life balance
  6. Embrace technology

Modern workforces are composed of different generations and each comes with diverse sets of expectations. According to the Philippine Statistics Authority, about half (46%) of the Philippine workforce is comprised of millennials and Gen-Z in the year 2015 alone. But by the year 2030, they will make up 75% of the global workforce. This is why today’s leaders can’t operate their teams with a one-size-fits-all mentality. Understanding the ways to manage millennial and Gen-Z employees is crucial for your company’s success.

Millennial employees were born between 1980 to 1995, while Gen-Z employees were born between 1996 to 2010. Leadership style is pivotal for managing millennials and Gen-Z. When you understand the generational difference, you can better harness the skills of millennials and Gen-Z to drive your business to success.

Millennial and Gen-Z employees are creative, independent, and tech-savvy. However, they are also known to be job hoppers, leaving the job when they feel unhappy or when they feel they are not growing. Continue reading to learn more about how to manage, engage, and retain these younger generations at work.

Provide Clear Communication and Frequent Feedback

Millennial and Gen-Z employees are known for wanting clear communication. They favor collaboration and transparency. A possible reason behind this is that younger generations were raised in a culture of instant gratification and feedback from social media.

Make sure you clearly communicate your expectations. Millennial and Gen-Z employees want to know what they can expect with a specific job role, the growth possibilities, and timelines. Provide explicit directions. For example, you can let them know if a project needs to be done in a specific way or they can do it their own way.

You can also set up regular one-on-one sessions. Millennial and Gen-Z employees appreciate the feedback. They thrive on constructive criticism. Discuss their performance and guide them on how exactly to improve.

Prioritize Growth and Development

Prioritize Growth and Development

Gen-Z values stability, while millennials want flexibility. Although these are two seemingly opposing goals, both have something in common: they respond well to continuous growth and development. Millennials want to learn more, while Gen-Z believes new skills are a factor for long-term security.

Having said this, ensure you actively engage in their professional growth. Have training and development programs. Show how upskilling will benefit them in the long term. They would be willing to contribute as much as they can if they feel they are growing.

You can also put their personal growth in your best interest. They want leaders who invest in their progress. All these show you want your employees to succeed both in their career and personal lives — a factor that is heavily valued by millennials and Gen-Z alike.

Don’t Micromanage

Micromanaging millennials and Gen-Z Despite is acceptable when settling in their new role for the first few weeks. But if micromanagement continues in the long term, it can make a destructive impact on motivation and productivity.

Millennial and Gen-Z employees want to see their leaders as mentors and coaches, not bosses. They want to be taught and be allowed to work independently.

If you want to properly manage millennial and Gen-Z employees, provide them with goals and plenty of problem-solving and creative opportunities. Oftentimes, they want to be trusted, respected, and provided autonomy. Distrust destroys collaboration and affects how employees accomplish their jobs.

Explain Their Importance In The Company

Explain Their Importance In The Company

Millennial and Gen-Z employees exhibit better work engagement and productivity when they fully know how they fit in the “grand scheme of things”. They want to feel they are important for a company’s bigger purpose. They also want to know that their company stands for certain values that match their own. So whenever possible, make sure you connect their job role to the “why”.

Understand Their Need For Work-Life Balance

Millennial and Gen-Z employees heavily push for work-life balance. For them, the idea of work-life balance is being able to attend to tasks outside of work. Millennials and Gen-Z work to live. So if you want to avoid employee burnout and high turnover rates, make sure to implement flexible work schedules, have remote work opportunities, and respect their time for personal life.

Embrace Technology

Embrace Technology

Millennial and Gen Z employees are digital natives. They are accustomed to using technology in daily life and they expect their workplaces to accommodate this fact. So, integrate technology into your operations. You can foster a culture of innovation and use social media platforms as well as instant messaging and video conferencing apps like Slack and Zoom.

Key Takeaway

Millennials and Gen-Z employees are the future of your workforce. If you’re struggling to lead your younger work generation, consider following the 6 ways to manage millennial and Gen-Z employees we’ve stated above.

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