To managers who have Gen Zs in their teams - i would like to hear some effective tips that have actually worked for these issues. Not generic gyaan.
To Gen Zs - pls share your take on these issues.
I have a few Gen Z juniors in my team. It's a bit difficult to work with them. I'm myself a millennial.
I'm giving enough autonomy. We work remote. I have check ins only once a day. At most twice a day if there's an urgent thing to complete.
What am i missing? How can i make the working relationship better?
I work remotely. My boss takes group meeting every monday and calls to check if I need anything on friday. Firstly, meetings are never productive. There is nothing to do in the meeting. Second, friday calls are completely useless. I have nothing to say to him, he wants me to talk.
Exactly, a simple message on slack with assigned deliverables at the end of a meeting, will help the employees also stay accountable to what they commit
Lol wtf, standup meetings are absolutely necessary. It he stops taking them, they are gonna start working 2 jobs / doing their own thing. The company is paying them, its their job to do the work, im sure there are jira tickets created for the work he is assigning.
Give each of the pointers you've written 2 months each. Focus on getting these imbibed in the culture through weekly activities, reminders and training if needed. Set examples. Point it out at 1:1s.
Even if you achieve 50 percent improvement, your life will be better. Their lives will be better as well as they will need to learn these things later anyway.
I agree with this. These are significant but very very simple expectations from any working individual.
Being a Gen Z and a fresher myself, I cannot fathom how anyone needs to be reminded on such basic pointers.
Points 1, 3 and 4 should be non-negotiable.
Point 2, even though an important quality, depends on individual as well. Working remote can often lead to this issue, however I would always ask something again rather than doing things randomly. As a manager, you must also ask them to ask anything no matter how silly it is. I was told by my manager that Over communication is always better than miscommunication, specially when working remote.
Point 5 is very context based. So cant really comment on that. Depends on the agenda and setting of the meeting and how tolerant you are to such things.
Overall, I will say that you must point out these things by conducting 1:1 sessions and even training sessions if required.
Right
Gen Z wants to get involved in the team, unless you make something that voluntarily pulls them to work, whatever task you give them is going to go in vain.
I have Gen Z juniors working for me and I always talk to them in Memes, laugh or joke about things or situations in group chats and engage them in pleasant conversations sometimes about movies or personal lives. We share about work and they openly volunteer to finish their tasks without having to follow up on it every now and then. All you need to do is give them a happy environment and some confidence that they are going to do well or already did well.
Agreed. We want social and supportive environment. Not isolated environment where we feel like bots andlost motivation
Managers hate gen-z because gen-z is able to speak up against the bullshit work culture and many a times they highlight the useless and redundant role of many managers in the hierarchy.
Why are you giving them so much autonomy? If they are not doing things by priority or not sending out important files then that is a big issue.
Tell them to get their shit together or be ready to be put on pip.
Lol how has this anything to do with GenZs? Just sounds like really poor work etiquette
...by letting them go.
Pay peanuts, get monkey !
It all depends on the calibre of the talent at your disposal. What's the TC are you offering to these employees?
I have managed about 40 of them in a team and it was honestly very difficult so I understand. Some things that worked for me
Moving ownership to them directly where they got to present to leaders etc which helped drive few projects
letting them make mistakes but consciously. Sometimes they propose ideas that I'm not in for. I openly disagree and commit which led them to come back after something didn't work seeking advise. As this is a bunch that doesn't go by the book and only understand with actual situations
a LOT of discussions about career path and being a visible enabler of theirs. It's taxing but felt needed at the time
this is a bit controversial but created ambassadors within them to speak for org or instill the discipline and made them see why. This was through team leads or budding managers
All the best!
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