I Worked With Gen Z College Students for 5 Years. Here’s What They Wish Managers Understood
Gen Z workers get a bad rap in the workplace — but the reality is that they are an incredible asset. You just need to learn how they thrive.
I graduated from college with a communications degree. Once I stepped into the real world, I was ready to chase my dreams and land a job in journalism or broadcasting.
Sadly, I found few jobs available in my field. Wanting to save up for an apartment and an engagement ring, I took the first job I could snag.
I donned the iconic khaki pants and polo shirt of an admissions counselor at my alma mater.
The role was easy enough.
Guide prospective students and their families through the application process, give campus tours, and talk about the benefits of attending our school.
But what I didn’t expect was how much I would learn about the new generation — one that is so often misunderstood in the workplace.
A Millennial is Schooled in Gen Z
I worked with Gen Z college students for five years. During that time, I got to know them pretty well. I learned about their likes and dislikes, hopes and dreams, and what they expect from the workplace.
The truth is, this generation is not so different from others.
They want to be respected, valued, and heard.
They want to do meaningful work that makes a difference.
And they want to be part of a team that feels like family.
Yet too many managers still don’t understand them. They see them as entitled, lazy, and uninterested in their work. That couldn’t be any further from the truth.
Gen Z college students are eager to prove themselves. They want to do well, and they want to be recognized for their efforts.
But too often, they feel like their managers don’t see them — or worse, that their managers are actively working against them.
If you’re a manager of Gen Z employees, here are a few things they wish you knew about them as they navigate the modern workforce:
They’re used to instant gratification — but they aren’t selfish or entitled.
Gen Z grew up in a world of instant gratification. With the click of a button, they can order a car ride, food delivery, or a new piece of clothing.
They’re used to getting what they want when they want it.
In the workplace, this means they expect tasks to be completed quickly and efficiently. They don’t want to wait for a response for days or weeks — they want answers now.
In fact, not receiving a quick response can be easily interpreted as disinterest or anger — and cause them to disengage from the task at hand.
However, this generation is far from entitled. They know the value of hard work and are willing to put in the effort to get the job done right. They just expect to be given the same level of urgency in return.
Tip for Managers:
If you want to keep your Gen Z employees engaged, make sure you’re responsive to their requests. If they need information or clarification on a project, get back to them as soon as possible.
They’re used to working in teams — but they also know how to work independently.
In school, Gen Z students are used to working in team settings. They’re used to bouncing ideas off of their peers and getting feedback from multiple people.
In the workplace, this means they work well in team settings — but they also know how to get work done independently.
If you assign them a task, they’ll likely take the initiative to complete it without much supervision.
You just have to trust them — and verbally let them know that you trust them.
Tip for Managers:
If you have a Gen Z employee who is struggling to work independently, try giving them some structure.
Provide them with deadlines and clear expectations — and then give them the freedom to complete the task as they see fit.
They’re tech-savvy — but they still crave human interaction.
This is a big one. So many people assume that because Gen Z is the most tech-savvy generation, they don’t crave human interaction. But that’s not the case.
Yes, Gen Z loves their technology. They’re the first generation to grow up with smartphones and know how to use them better than anyone else.
But that doesn’t mean they don’t crave human interaction. In fact, many Gen Zers feel more isolated than ever because of their reliance on technology.
In the workplace, this means they appreciate when managers take the time to check in with them — both in person and via email or text. They also enjoy working in team settings, where they can collaborate with their peers.
Tip for Managers:
If you want to build a strong relationship with your Gen Z employees, make sure you’re staying in communication with them. Check in with them regularly, and make an effort to connect with them on a personal level.
They’re independent — but they still need guidance.
Gen Zers are used to doing things on their own. They’re independent, self-sufficient, and resourceful.
In the workplace, this means they don’t need their hand held — but they still appreciate guidance from their managers.
They want to be given the freedom to do their job, but they also want to know that someone is there to support them if they need it.
Tip for Managers:
If you have a Gen Z employee who is struggling, try giving them some space.
Let them know you’re available if they need help, but don’t hover over their shoulder. They’ll likely appreciate the chance to figure things out on their own.
They’re adaptable — but they still need stability.
Gen Zers are used to change. They’ve grown up in a constantly evolving world, and they’re used to adapting to new situations.
In the workplace, this means they’re comfortable with change — but they still crave stability.
They want to know that their job is secure and that their company is stable. They don’t want to feel like they’re constantly being shuffled around or that their position is in jeopardy.
Tip for Managers:
If you’re going through a period of change in your company, make sure you keep your Gen Z employees in the loop.
Let them know what’s happening and what you expect from them. Try to maintain as much stability as possible, and provide them with the support they need to adjust to any changes.
They can be goofy — but their ideas are world-changing.
Gen Zers are known for their sense of humor.
They’re often quick to crack a joke, and they don’t take themselves too seriously. Often, they are perceived as aloof or unprofessional because of this.
But don’t let their sense of humor fool you — they’re also world-changers.
Many Gen Zers are driven by a desire to make a difference in the world and constantly coming up with new and innovative ideas.
Tip for Managers:
If you want to get the best out of your Gen Z employees, give them the freedom to be themselves.
Encourage them to share their ideas, and don’t dismiss their suggestions just because they seem silly at face-value.
Empower Your Gen Z Employees
The emerging workforce is different from any other we’ve seen before. But that means they hold incredible potential — if we know how to harness it.
Those few years I worked alongside Gen Z made me realize this is a generation of world-changers.
They’re adaptable, resourceful, and independent. But they also crave guidance, stability, and human interaction.
If you want to create a work environment that meets their needs and helps them thrive, it’s essential to understand what makes them tick.
Only then can you truly empower them to change the world.
Do you have any tips for managers who want to empower their Gen Z employees? Share them in the comments below!
