Today’s early career employees have started their work experience in an unprecedented environment. Many of them completed their college education or even began their careers remotely during the pandemic. This shift has resulted in a generation of workers who missed out on the formative experiences that come with physically being in the workplace. Consequently, managers are encountering employees who may lack certain professional skills or workplace norms that previous generations took for granted.
This article delves into the insights shared by executive coach Madeline Miller during a recent interview in which she highlighted practical strategies for effectively managing Gen Z team members and setting them up for success.
Set Clear Expectations
One of the biggest hurdles for managers and employees alike is the absence of face-to-face interactions that facilitate spontaneous communication and informal learning. With remote work, managers must be more intentional about setting clear expectations for behavior, communication, and performance.
Madeline recommends taking a proactive approach to ensure expectations are understood by all employees—not just younger ones. When something like eating during a Zoom meeting with external stakeholders becomes an issue, managers should have an open conversation explaining why certain behaviors may not align with professional standards and what is expected instead. This clarity extends to communication norms, such as responding to emails within a certain timeframe or participating actively during team meetings.
Before you start spouting norms, Madeline suggests you take time to reflect on whether certain expectations are rooted in tradition or are genuinely necessary for productivity and professional conduct. She noted that the younger generation is more likely to question norms, requiring a reasonable explanation before buying into them. By questioning long-standing norms, leaders can decide which standards to uphold and which to update for a modern workplace.
The Importance of Professionalism
The concept of professionalism is evolving, and Gen Z employees are challenging traditional definitions. According to Madeline, there are still foundational elements of professionalism that are universally recognized, such as respecting others’ time, building trust through congruence between words and actions, and being prepared for meetings. Managers should discuss these basics with their teams while also recognizing that some behaviors or preferences may simply differ by generation.
Professionalism isn’t just about appearance or language; it’s about respect, reliability, and communication. By framing these discussions as opportunities for growth rather than reprimands, managers can help younger employees understand the nuances of professional behavior.
Build Confidence Through Role Modeling
While our aim may be to empower Gen Z employees, many younger people feel overwhelmed by new responsibilities, especially if they lack prior experience. Rather than expecting them to figure it out on their own, managers should actively demonstrate what successful behavior looks like.
One way to achieve this is through job shadowing or collaborative tasks, where managers walk team members through processes and model how to tackle tasks. For example, responding to emails, conducting client meetings, or managing deadlines are all opportunities to show—not just tell—employees how things are done. As they gain confidence and familiarity, employees can gradually take on more responsibility.
The farther we are from our own experiences as new employees, the harder it is for us to empathize with the challenges faced by new team members. Remembering the anxieties and uncertainties that accompany starting a new job can help us provide the right level of support and guidance.
Encouraging Proactivity
A common issue for entry-level employees is hesitation in taking initiative. Madeline advises managers to address this by creating an environment that encourages curiosity and clarity. Employees should be encouraged to seek out information and ask questions rather than make assumptions.
Regular one-on-one meetings can be an effective way to foster open communication and build an employee’s confidence in being proactive. Managers can use these meetings to clarify expectations, provide feedback, and discuss ways for employees to take ownership of their growth.
Invest in Leadership Skills to Empower Gen Z
Organizations that demonstrate a commitment to employee development are more likely to see their team members go above and beyond, not because they’re told to, but because they feel valued and empowered. Madeline explains that leadership qualities such as initiative, effective communication, and team-oriented behavior can and should be cultivated across all levels of the organization. Rather than waiting to invest in employees when they’re at more senior levels, Madeline urges us to invest in leadership training and development programs for early-career employees in order to cultivate a leadership mindset from the outset.
The workplace has changed, and so too must the approach to managing young talent. Gen Z employees bring new perspectives and skills, but they also need guidance to navigate an environment that is significantly different from what previous generations experienced. Managers who invest time in setting clear expectations, modeling professional behaviors, and encouraging proactivity will see their employees thrive.
Listen to the entire episode HERE.
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