Coaching, skill development and a collaborative workplace culture helps Gen Z thrive and boost productivity – Katie Mahony explains
Generation Z face some unique pressures stepping into the workplace. According to a 2023 Gallup report, Gen Z workers show higher levels of stress and anxiety than any other generation. One may argue that transitioning from a reasonably predictable world of education to a workplace undergoing massive digital change, together with wrestling with a new set of post-pandemic expectations, places significant pressure on young employees.
For Gen Z, who often crave feedback and personal growth, managers play a pivotal role in guiding their development
Unsurprisingly, 40% of Gen Zs feel stressed all or most of the time (Deloitte, 2024) and while employers are making some progress addressing mental health in the workplace, stressors can quickly accumulate, leading to lost time and affecting productivity.
Addressing productivity in the way that delivers sustainable results
In order to avoid workplace struggles, disengagement and underperformance, organisations should diverge from traditional directive leadership with micromanagement and rigid systems. Focusing on developing human skills will instil a sense of purpose in both employees and managers.
Although it seems inherently obvious to provide development for early talent and managers, more often than not the responsibilities for Gen Z and wider learning and development (L&D) are disconnected within an organisational structure with development budgets and investment goals seen as separate items.
The other critical factor hampering development is the competition between technical/role-related requirements and soft skills development. In a world where people are very tight for time and budgets are being squeezed, it’s easy to deprioritise soft skills development.
Surely, it’s OK to assume that this is something an employee acquires on the job with a good manager? Evidence would suggest that it isn’t.
While improvements have been made, there’s still a lot more employers can do to unlock their teams’ productivity potential. At Development Beyond Learning, we have identified three keys to thriving workforce:
- The Manager Key
- The Gen Z Key
- The Collaborative Key
1) Managers unlock employees’ potential through coaching, self-awareness and creating open safe spaces for conversation
Manager as a coach
Managers need to take on the role of a coach in order to help Gen Z employees navigate their personal and professional challenges. For Gen Z, who often crave feedback and personal growth, managers play a pivotal role in guiding their development. Yet, only 7% of employees report having a weekly coaching conversation with their manager despite the fact that companies adopting a strong coaching culture have 60% higher employee engagement than those without it (Racounteur, 2023).
Managers should also focus on building resilience within their Gen Z team members so that they are equipped with problem-solving skills they need to handle stress and overcome challenges independently. It becomes more about empowering your workforce than managing them!
Self-aware managers
When it comes to effectively leading Gen Z, managers who are aware of their own emotions, biases and leadership approaches are better equipped to create environments where their employees feel understood, encouraged and supported.
Understanding the unique needs of Gen Z means recognising that traditional hierarchical approaches to management are obsolete. Instead, managers need to interact with their team openly, with a personal touch, vulnerability and a willingness to adapt.
Moreover, self-aware managers are better communicators, able to listen effectively, fostering inclusivity which is crucial for engaging a generation that values transparency and authenticity.
Managers open to conversation
The ability to have honest conversations is at the heart of strong manager-employee relationships. Creating a safe, open environment where Gen Z employees feel comfortable sharing their thoughts, concerns and challenges is key to reducing stress and improving productivity. The opportunity for open two-way conversations is critical for engagement.
2) The development of Gen Z workforce unlocks sustained productivity and ability to thrive
We commonly see that these soft skills help Gen Z thrive in the workplace:
Ability to make things happen (execution skills)
One of the main challenges for Gen Z is translating their ideas into action. Setting clear, manageable goals, introducing time management techniques and providing the tools they need to track their progress will support the execution skills. Employees transform into effectively completing tasks, meeting deadlines and achieving results.
Problem-solving skills
Problem-solving is a critical skill for navigating the complexities of the modern workplace, especially in high-pressure situations. However, the early talent workforce often lacks the workplace experience and network to navigate complex multifaceted workplace problems.
Using on-the-job scenarios and ensuring managers support the development of problem-solving skills by encouraging a growth mindset, learning from failure and providing opportunities for employees to tackle challenging projects will support their development.
Responsive communication skills
While Gen Z are known for their digital communication skills, workplace communication often requires a different set of skills which we see are in decline. The ability to communicate clearly, respond quickly and engage with others – both in-person and virtually – is key to workplace success. Modelling effective communication is also crucial.
Encouraging employees to be proactive in their communication, ask for clarification when needed, and express their thoughts clearly can help reduce misunderstandings and improve collaboration.
3) A collaborative culture unlocks productive teams
The future of Gen Z productivity lies in a collaborative approach removing the ‘us and them’ approach. Creating effective teams that communicate could increase their productivity by as much as 25% (Pumble, 2024).
Both managers and employees can create an environment that supports mutual growth, reduces stress and improves productivity. Organisations that recognise managers as keys to unlocking the potential of Gen Z employees will produce thriving workplace cultures.
At the same time, when Gen Z employees feel supported and are able to develop their ability to execute, solve problems and communicate effectively leads to a more engaged, productive workforce.
Spending time and investing in aligning both manager and employee goals will enable both to thrive in the workplace.
Katie Mahony is Chief Operating Officer at Development Beyond Learning
