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4 Things you Should Know about Managing Gen Zers in the Workplace


The workforce is getting older, as the age of retirement is continually pushed back. Among the consequences of this is that increasingly diverse workers must find a way of understanding one another. This means that older decision-makers need to be able to understand and appreciate the attitudes of the younger workers coming in at the bottom of the organisation.

The term ‘Gen Z’ has been coined to refer to anyone born after the turn of the millennium. These people don’t remember a time when the internet wasn’t ubiquitous, and they’re totally immersed in their smartphones and everything associated with them.

So what does Gen Z think, and why should it matter? Let’s take a look at a few of the variables.

Health and Wellbeing

Gen Z take their health and fitness very seriously. They want to feel good and look good, and to create a good balance between their work and personal lives. This means going for regular trips to the gym, and for indulging in the equivalent exercise for the mind, in the form of mindfulness meditation retreats.

You can support your employee’s mental wellbeing by providing them with dedicated HR systems, perks, and flexible working hours.

Progression and Job-hopping

While previous generations might have sought to stick with a given position for years on end, younger generations are looking for an opportunity to progress. If they cannot find one, then they will happily look for another company that will afford them more opportunities.


Younger people tend to be more inclusive and open-minded, and diverse in terms of ethnic background, religion, gender and sexuality. According to polling from Ipsos Mori, 13% of Gen Zers view gender equality as an important issue, compared with just 1% of Baby Boomers. You’ll find similar discrepancies reflected in attitudes toward other issues, like racism and LGBTQ+ rights.

Consequently, they’re likely to view employers which seek to include everyone with greater favour. This means eliminating discriminatory hiring practices and unconscious bias.

By the same token, gen Z tend to be more attuned to token gestures made in this direction. Spouting a lot of half-baked homilies about inclusion and diversity is not going to impress would-be employees unless your actual practices reflect your espoused values.


Generation Z have been immersed in an incredibly competitive educational environment. They thrive on constant feedback, and expect to be told where they’re going wrong and where they’re going right, and how they can improve and better themselves and the company. This is undoubtedly a good thing, provided that the feedback in question is forthcoming. Don’t be backward in coming forward when you’re dealing with Gen Z employees.