Unique challenges of managing Generation Z in a hybrid workplace

There is a clear divide between Generation Z and millennials in how they do things at work.

This presents unique challenges of managing Generation Z in a hybrid workplace, especially for managers who are millennials.

“Imagine a manager who is all about getting things done within a specific timeframe, a true advocate for efficiency and productivity. This manager, often perceived as strict, means business. However, here is the twist: the moment they see their team fired up, committed to growth and thriving, suddenly, they must radiate positivity and support for their team,” Smangele Maphanga, sales manager at 21st Century, says.

“In the world of modern leadership, this manager navigates the challenges of managing Generation Z in a dynamic hybrid work environment. And they have a secret weapon up their sleeve: the belief that every team member should find their niche and uphold their personal brand with all stakeholders they engage with.”

Maphanga says young managers in their mid-30s (millennials) find themselves at the intersection of two significant shifts. “Firstly, they are tasked with leading Generation Z employees, a generation known for its unique characteristics and perspectives.

“Secondly, they are managing teams in a hybrid work model, a response to the ever-changing dynamics of the modern work landscape.”

Understanding Generation Z

“Generation Z, born roughly between the mid-1990s and early 2010s, has grown up in a digital age characterised by constant connectivity, technological innovation and instant access to information. This generation values autonomy, diversity, work-life balance and meaningful work experiences. To effectively manage Gen Z employees, young managers must be aware of their unique traits and expectations.”

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Desire for feedback and growth

Maphanga says Generation Zs value regular feedback and opportunities for growth and managers must be prepared to provide constructive feedback and create development pathways, ensuring they feel supported in their career progression.

Flexibility and hybrid work

“The Covid-19 pandemic accelerated the adoption of hybrid work models. Gen Zs appreciate the flexibility of remote work but also crave social interaction. Managers must balance remote and in-person work arrangements to meet these needs.”

Mentorship and coaching for Generation Z

Young managers may be challenged by the need to provide mentorship and coaching to Gen Z employees. This includes fostering a culture of continuous learning, mentorship programmes and offering resources for skill development, Maphanga says.

Diverse and inclusive environments

“Gen Zs are highly diverse and value inclusivity and therefore, managers must create environments where all voices are heard and diversity is celebrated. Promoting an inclusive culture can lead to greater engagement and innovation.”