Now that Generation Z is beginning to enter into leadership roles, employers should be ready to support them. In that regard, it is very helpful to understand how this new generation of leaders typically manage others. While they are certainly different from previous generations of workers — as every generation is from the one before them — that does not mean they cannot be good leaders. Here are three common characteristics of a Gen Z leader.
Gen Z is Good at Communication
The impact of being digital natives and experiencing remote learning and work during their formative years has not adversely affected Gen Z’s communication skills, as indicated in the report. In fact, studies have revealed that 81% of direct reports agree that their Gen Z managers excel in providing valuable feedback on their performance.
Furthermore, a separate study highlights that 59% of direct reports under Gen Z managers believe that decisive action is taken when someone falls short in their role. This percentage is 7% higher compared to employees reporting to managers aged 35-44 and 11% higher than those with managers older than 45. Reports emphasize that Gen Z managers exhibit a notable proficiency in offering constructive feedback, a skill that is often challenging for many individuals in the workplace.
Gen Z is Motivated But Need More Support
While it’s convenient for an older generation to characterize a younger one as lazy, this doesn’t hold true for Gen Z. However, there exists a motivation disparity between managers and their direct reports within this age group. According to a study, 67% to 69% of managers aged 25 to 64 agreed that their company inspires them to surpass expectations compared to a similar role elsewhere. In contrast, this percentage drops to 62% when specifically considering Gen Z managers. The report also reveals that 71% of Gen Z direct reports endorsed the same statement, surpassing the agreement levels of other age groups in direct reports.
Several factors may contribute to these differences. Gen Z managers are likely in their initial leadership roles, given their early career stage. The report suggests that being a new manager is not always straightforward, as first-time managers often experience a decline in positivity about their companies upon promotion. These findings suggest that Gen Z managers may benefit from additional support. HR initiatives can be directed towards understanding what motivates this generation, including showcasing a commitment to the people within the company and communicating the overall performance of the company.
Gen Z Seeks Transparency
In a surprising result, one study found that “open and honest communication” was one of the top five drivers for Gen Z managers. The surprise wasn’t so much that this is a driver, but a big difference between Gen Z and other age groups. For everyone else, “open and honest communication” didn’t show up in their top 15. Not only is transparency a great energizer for Gen Z managers, but it can also set a company apart when it comes to recruitment, especially as Gen Z continues to make up more and more of the workforce.