Managing, Mentoring, and Motivating Generation Z in the Workplace
- Dr. Sherry Hartnett
- 4 days ago
- 7 min read
Gen Z values inclusion, flexibility, balance, and authenticity. They seek purpose and meaning in their work.
Who Is Gen Z?
Generation Z—those born between 1997 and 2012—are the first true digital natives. These 13-28 year-olds (in 2025) have grown up in an always-connected world with instant access to information and technology, which has fundamentally shaped who they are as workers and colleagues.
What defines Gen Z in the workplace? They value inclusion, flexibility, balance, and authenticity above almost everything else. They're pragmatic yet ambitious, eager to make a difference while protecting their personal well-being. They're tech-savvy and efficient multitaskers who expect diversity and inclusion as baseline requirements, not perks. They prefer clear communication and concrete feedback. Most importantly, they seek purpose and meaning in their work—they don't just want a job; they want to understand why their role matters.
The Communication Gap: How to Connect With Gen Z
Effective communication is the foundation of every strong working relationship with Generation Z. But here's what many leaders get wrong: Gen Z is turned off by formal, top-down, or vague communication. They appreciate honesty, directness, and collaboration—and they can sense insincerity from a mile away.
Five Communication Principles That Work
Be clear and direct. Avoid jargon and get to the point quickly. Gen Z respects efficiency.
Be authentic and transparent. They value honesty and reward it with loyalty. Vague or hedged messages feel dishonest to them.
Be respectful and inclusive. Acknowledge their perspectives and contributions. Their input has value, and they know it.
Be concise but meaningful. They prefer short, clear messages that include enough context to understand the full picture. Think: one paragraph instead of three.
Be tech-friendly. Meet them on the platforms they use daily—Teams, Slack, text.
Communication in Practice:
What Doesn't Work vs. What Does
When giving instructions:
❌ "Just do this the way we've always done it. You'll figure it out."
✅ "Here's how we've done this in the past, but I'd love your input if you see a better way. Let's review your plan together before you start."
Why it Works: The second approach shows you value their perspective while providing guidance.
When providing feedback:
❌ "You need to improve your performance. This isn't up to standard."
✅ "I noticed the report was missing a few data points. Let's talk about how to make the next one stronger—overall, your layout was solid, so this is just a small fix."
Why it Works: Balanced feedback that acknowledges what went well while pointing toward improvement feels motivating rather than demoralizing.
When checking on progress:
❌ "I haven't heard from you—what's going on with that project?"
✅ "Hey, just checking in—how's your progress on the project? Do you need any support or resources from me to stay on track?"
Why it Works: The shift from demanding accountability to offering support changes everything.
When recognizing work:
❌ "That's your job—you don't need praise for doing it."
✅ "I really appreciate how you handled that customer issue—your calm approach made a difference. Great work!"
Why it Works: Recognition motivates Gen Z far more than older generations expect. They thrive on it.
When discussing career goals:
❌ "You're too new to worry about career growth. Just focus on your current job."
✅ "It's great that you're already thinking about your future. Let's identify some skills you can build in your current role to help you get there."
Why it Works: Gen Z wants to grow quickly. Acknowledging and supporting that ambition builds loyalty.
When setting schedules:
❌ "Here's your schedule for next month. Let me know if it doesn't work."
✅ "Here's a draft of the schedule for next month. Take a look and let me know if there are any major conflicts by Friday—after that, we'll finalize it. I'll do my best to accommodate requests."
Why it Works: This approach gives them input while maintaining clear deadlines and accountability.
When assigning new tasks:
❌ "You're doing this next. It's not hard, just get it done."
✅ "I'd like you to take on this new task—it's a good opportunity to build your skills in [specific area]. I'll show you how to start, and we can touch base after your first try."
Why it Works: Connecting the assignment to growth and offering clear support matters deeply to Gen Z.
When something is "okay, but not great":
❌ "This isn't good enough. You need to do better."
✅ "This version works, but we can make it even stronger. For example, the layout is clear, but adding more visuals could make it more engaging. Let's aim for that next time."
Why it Works: Gen Z responds to improvement framed as collaboration, not criticism.
When a part-time employee hopes for full-time work—and they're on track:
❌ "We'll see what happens after graduation."
✅ "You're doing great work, and we've noticed your initiative. Keep focusing on [specific skills or habits]. If a full-time opening becomes available, you'll be a strong candidate."
Why it Works: It gives recognition, direction, and reassurance.
When they might not be the right fit:
❌ "You probably won't get a full-time offer."
✅ "I want to be honest with you because I know you're hoping for full-time work. Right now, you're doing well in [area], but we need to see more consistency in [specific skill or behavior]. Let's set a plan for the next few months to help you get there."
Why it Works: Gen Z values transparency and actionable feedback. They want to know where they stand and how to improve.
Practical Communication Tips
Use visuals and summaries to clarify information—infographics and key-point recaps work well. Encourage two-way communication by actively inviting input and questions. Respond promptly to messages, even if just with "Got it, I'll check and get back to you soon." Adapt your tone and platform based on the situation: formal emails for documentation, quick chats for collaboration. Listen actively and reflect back what they say to ensure understanding. Keep it human—humor and empathy go a long way with Gen Z. They value leaders who are approachable.
Why Adapting Your Style Matters
Many leaders from older generations were taught that communication flows from the top down: the boss sets the tone, and employees adapt. But the modern workplace thrives on collaboration, inclusion, and mutual understanding.
Adjusting your communication approach for Generation Z isn't about giving up authority—it's about maximizing effectiveness. When leaders meet Gen Z where they are, employees feel respected, motivated, and engaged. This leads to stronger performance, better retention, and a more positive workplace culture.
Think of this as a leadership skill rather than a concession. Adapting your style demonstrates emotional intelligence and flexibility—two traits Gen Z greatly respects. When supervisors take time to communicate in ways that resonate, they build trust faster, reduce misunderstandings, and foster genuine loyalty. Ultimately, clear and relatable communication strengthens the entire team.
Motivating and Engaging Gen Z
Generation Z is motivated by more than a paycheck. To truly engage them, connect their work to purpose—show how their role impacts the company, customers, or community. Provide genuine learning opportunities through training, mentoring, and professional development. Recognize their contributions publicly and privately; they thrive on acknowledgment. Support work-life balance by offering flexibility when possible—remote work options, flexible scheduling, or a simple understanding of personal priorities. And encourage innovation by letting them bring new ideas to the table and experiment with better ways of doing things.
Managing and Mentoring Gen Z?
The Manager's Role
Think of yourself as a coach, not just a boss. Guide and empower rather than command. Set clear expectations around goals, timelines, and responsibilities. While Gen Z values flexibility, they still want clear direction and accountability—these aren't contradictory. Make time for regular one-on-one meetings. Be accessible. They value leaders who listen. Foster team inclusion by encouraging collaboration and respect across all generations. And actively promote career growth by discussing long-term goals and paths for advancement.
As a Mentor
Build trust first by being authentic, consistent, and supportive. Listen more than you talk—let them express their ideas and concerns. Share real-world insights; Gen Z values practical advice and experiences over theory. Encourage networking by introducing them to others who can help their growth. Model professional behavior consistently; they learn best through example. And celebrate small wins regularly—recognition builds confidence and motivation.
Common Challenges and How to Address Them
Short attention spans? Use interactive, engaging communication and keep messages concise.
They want instant feedback? Offer quick, informal feedback regularly—not just annual reviews.
They hope for rapid advancement? Outline realistic career paths and discuss specific growth milestones.
How do you balance flexibility and accountability? Provide autonomy within clear expectations and measurable outcomes.
Managing multi-generational teams? Encourage respect, collaboration, and learning across age groups. Frame generational differences as strengths, not obstacles.
And, don’t avoid the Gen Z Stare. The “Gen Z stare” is a viral term for that blank, emotionless look some Gen Z employees give in the workplace—often in response to stress, confusion, or disagreement. To older colleagues, it can come across as checked out or even disrespectful. But usually, it’s more about dry humor, discomfort with confrontation, or a quiet way of expressing that something feels off. Unlike past generations who often masked emotions to seem “professional,” Gen Z tends to be more open—even in silence.
For managers, this can be confusing, especially in fast-paced or traditional environments where clear communication is expected. If you notice the stare showing up in meetings or during feedback, try a calm one-on-one check-in. You might say, “I’ve noticed you seem quiet or hard to read sometimes in meetings. I just want to make sure you feel supported. Anything on your mind?” That kind of open question can lead to a real conversation. It’s also worth gently explaining how body language can shape how others perceive them. At the same time, stay open to learning from their communication style, too. A little mutual understanding goes a long way—and helps turn generational quirks into team strengths.
Bottom Line
Working effectively with Generation Z isn't about abandoning everything you know—it's about adapting your leadership style to connect, inspire, and empower this new generation of talent. When you invest in understanding and supporting them, you build a stronger, more engaged, and genuinely future-ready workforce. The leaders who succeed with Gen Z aren't those who compromise their standards; they're those who raise their game.
FREE Downloadable Tutorial
We go into all this in much more detail in "Understanding Gen Z in the Workplace." In this FREE tutorial, you’ll discover what drives them, what turns them off, and how to create a culture of trust, inclusion, and growth that keeps them engaged and performing at their best. Become a leader Gen Z will follow—download your copy today.
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