Senior leaders of certain, shall we say, “well-seasoned” generations love to lament the perceived challenges of managing Gen Z professionals. In a recent article, I wrote about what managers need to know when working with Gen Z and how to harness this unique generation’s talent.
But empathy flows both ways. When the pressure mounts and goals must be met, it’s helpful to ensure that Gen Z professionals understand the realities of driving results. Incoming talent generations have upended workplace paradigms and demanded more respect and empathy for their best work. This benefits us all. And we need to balance this with the need to meet objectives, serve customers, and drive business results.
Cited in my book, The Empathy Dilemma: How Successful Leaders Balance Performance, People, and Personal Boundaries, executive coach Ed Batista reminds us that “accountability without empathy is a boot camp. And empathy without accountability is a daycare.”
Gen Z’s unique perspective can lead to more innovation, efficiency, and frankly, humanity and joy in the workplace. Leaders are simply asking for empathy in return.
Here are eight tips managers and leaders would love their Gen Z employees to understand about the workplace so everyone can thrive together.
Notice Context and Perception
According to research, Gen Z is very comfortable with multitasking and often does so more at work than older generations But humans are actually not as good at multitasking as they believe. One study shows that only 2.5% of people can multitask effectively. More importantly, multitasking when people are right in front of you, like a customer or your boss, could be considered inattentive or even dismissive. Remember your audience. Ensure that other obligations are taken care of and that a client or manager has your undivided attention, perhaps even turning on Do Not Disturb so others cannot intrude on your work time.
Model Transparency and Accountability
Gen Z has a knack for sniffing out inauthenticity. As Claude Silver, Chief Heart Officer for VaynerX, LLC shared in an email interview, “Authenticity is a non-negotiable. They’ll spot performative leadership in an instant and disengage. This is a good thing!
Be honest with your leaders and model the transparency you seek. If projects go awry or deadlines slip, be real: take accountability and proactively bring this to a manager’s attention. Not to dump the problem in their lap, but to own up and offer creative solutions. Leaders are currently squeezed from all sides, and the pressure on them to drive growth is huge right now. Take the time to see things from their perspective and find ways to make their lives easier, just as much as you want them to do the same for you.
Make the Business Case
Being in a healthy relationship with your team and leaders means aligning your needs with organizational priorities. If you would like to take a training class, improve an established process or request a flexible benefit, come prepared to show how those desires will positively impact organizational results. “Think like a business owner,” advised Amy Mosher Berry, founder and CEO of Visions Internships, a company helps organizational leaders and young professionals achieve their goals through impactful internships. Berry, a past client, shared in an email, “Instead of just pointing out problems, ask yourself: What value can I add to make my boss’s life easier?” Be empathetic to their point of view: make a business case for how investing in the idea will increase engagement, retention, revenue, or productivity.
Empathy Flows Both Ways
Many leaders are working hard to provide the time, space, and training to be empathetic. But it is not always seen to be a two-way street. “They expect us to be wildly empathetic and yet, do not expect themselves to be held accountable in any way, “ lamented one Senior Director in the tech industry, who wished to remain anonymous. CEO and founder of Eleven 11 Solutions, Jonni Ressler shared in a video interview, “They expect us to communicate the way they communicate, with a DM or texting to a manager’s mobile number. They want access and flexibility. But managers get to set boundaries, too.” Find out what your manager needs, the best ways to communicate, and perhaps document working styles with each other to show mutual care and respect.
We Don’t Always Say Yes Here
Empathetic leadership does not mean you will always hear a “yes” to your ideas or get a glowing performance review. You may not always get the results you want. Many Gen Z professionals may have had “helicopter parents” or been saved by parents when they forgot an assignment or their trombone for band practice. One study showed 25% of Gen Z job applicants brought a parent to the interview with them. This doesn’t fly in the professional world. Think about what it looks like to disagree or fail to deliver. Feedback is part of the job, and if you don’t perform, you may be asked to leave.
You’re Not in Trouble
Leaders can sometimes get short on time. They are humans and may not take the time to explain everything. When they put a cryptic meeting on your calendar or text out of the blue, it does not necessarily mean anything is wrong. Learn to manage your central nervous system response and take a deep breath. Tell them they are not in trouble! Central nervous system response. If you get a “Hey, stop by my office before you leave” text or email, just take a breath and manage your central nervous system. It may be to congratulate you or ask you for an update.
Proactively Ask for Clarity
Every group has obvious and unspoken rules. When we lack clarity, miscommunication and resentment can fester. Ensure you clearly understand your team’s norms and values and how they apply to you. We do not all share common experiences or history across generations. Some of you may not have worked a salaried job before, only dealing with hourly positions. Before assuming anything, ask for clarity if it’s not given. This includes asking specific questions about things like work hours, dress code, communications…even whether people take their laptops home each night or how long it is acceptable to take lunch. Here’s a great list of unspoken workplace rules you may want to clarify.
Remember, You Have Agency
One of the most helpful things to remember as a Gen Z in the workplace is that you have agency. Employers hopefully hired you for your values, ideas, and energy, so be bold and offer that as often as you can, with empathy for timing and respect. But there may come a point where the company makes decisions you disagree with: cutting perks to save money, asking people to come back to the office, not offering you the title you want, or laying off people. You should speak up and express your views, but ultimately, they have the right to make a clear decision moving their business forward. They don’t have to change for you. However, you have the permission to stop changing the culture if it’s not working for you and find a place that better aligns with your values and lifestyle.