Embracing the New Wave: Managing Gen Z

As the digitally savvy and idealistic Generation Z—consisting of those born from the mid to late 1990s to 2010—enters the workforce, businesses may find themselves navigating uncharted waters.

According to recent surveys conducted by ResumeBuilder.com and Intelligent.com, most managers and executives are grappling with the integration of Gen Z into their workplaces, primarily due to the generation’s lack of soft skills. Major consulting firms—including PwC, Deloitte, and KPMG—now offer specialized training to help Gen Z adapt and improve their workplace communication skills.

Tara Ceranic Salinas, Ph.D., of the University of San Diego’s Knauss School of Business, said that Gen Z may have experienced excessive supervision growing up, as well as isolation during the COVID-19 pandemic, affecting their interpersonal skills.

With Gen Z expected to make up 8.3% of the U.S. workforce by 2030, businesses will benefit from familiarizing themselves with younger workers’ priorities and expectations. Members of this generation often crave meaningful work and are staunch advocates for social change. They prioritize inclusivity and aren’t shy about providing feedback.

Despite these qualities, members of Gen Z are sometimes criticized for their unprofessional communication style and laid-back demeanor. They’ve also earned the title “Hustle Generation” for their entrepreneurial spirit, putting corporate jobs in the back seat and opting for self-employment opportunities that prioritize their mental and physical health.

A recent survey by researcher Michelle P. King revealed that 85% of Gen Z employees believe social skills are crucial in their workplaces. However, 40% reported not receiving training or managerial support to develop those skills.

King stresses the importance of mentoring, a tool that managers can use to facilitate Gen Z’s transition into and growth in the workplace. According to her research, 83% of Gen Z employees report mentoring as crucial to their career, though only half have a mentor.

Hyperfocusing on the skills that Gen Z lacks undermines their digital proficiency and creativity—qualities that can otherwise give companies a competitive edge. By investing in Gen Z’s development, businesses can unlock this generation’s unique potential and foster a more productive work environment.