Leadership Guide for Executives
Successfully Leading Generation Z as a Leader
Young employees question every process regardless of hierarchy, leave promptly at 5 PM even during critical deadlines, and constantly check their smartphones during meetings. They expect continuous feedback, seek purpose beyond just salary, and view rules as a basis for discussion. You face the challenge of harnessing their fresh ideas without undermining established structures and collaboration with experienced colleagues.
Why Generation Z Challenges Leadership
Mistakes You Should Avoid as a Leader
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Character from scenario
Generalizing generational differences.
Avoid:
“The younger generation simply has different priorities.”
Why this doesn't work:
The employee does not feel recognized as an individual but rather as part of a group, leading to a sense of devaluation. This generalization can trigger fears that their performance is not appreciated. Personalities like Nina tend to react defensively and question their own abilities.
Better:
“I feel that using smartphones can sometimes be distracting. How can we work together to ensure you stay informed about everything important?”
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Character from scenario
Undervalue digital skills
Avoid:
“You should know that multitasking doesn't work.”
Why this doesn't work:
This statement can unsettle employees and create a feeling of not being taken seriously. It triggers the fear of not being competent enough, leading to a defensive attitude. Individuals with a digital affinity, like Nina, may feel pressured to prove their skills as a result.
Better:
“Your digital skills are impressive. Let’s work together to discover how we can best leverage them to enhance your focus.”
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Character from scenario
Block innovation without justification.
Avoid:
“"We've always done it this way."”
Why this doesn't work:
This statement can frustrate employees and create a sense that their ideas are not valued. It triggers a fear of rejection, leading to a reluctance to pursue creative approaches. Personalities like Tim may feel constrained in their innovative capacity and could respond with sarcasm.
Better:
“I understand that you have new ideas. Let's work together to rethink the existing processes and identify areas for improvement.”
Successfully Leading Generation Z
Here are some key Do's and Don'ts for leading Generation Z.
Recommended Strategies
Proven approaches for effective leadership
Clearly and understandably explain the rules.
When introducing a new rule, explain why it is necessary.
By explaining the reasons behind the rules, you foster understanding and acceptance. Generation Z values transparency and wants to know why certain decisions are made.
Integrate digital tools effectively.
Replace the smartphone ban with the use of a digital whiteboard for collaboration.
By leveraging modern technologies, you enhance productivity and engagement. Generation Z has grown up with digital tools and expects their meaningful application in the workplace.
Provide regular and timely feedback.
Conduct weekly check-ins to discuss progress.
Regular feedback helps you continuously improve your team's performance. It fosters an open communication culture and enables employees to develop rapidly.
Demonstrate flexibility in your work approach.
Allow remote work as long as the results are right.
Flexibility is important for Generation Z. By demonstrating trust in your employees' self-organization, you enhance their motivation and satisfaction.
Convey the purpose of work.
Explain how your team's work contributes to the company's mission.
Generation Z seeks meaning in their work. Clearly communicating the purpose of their tasks enhances their engagement and connection with the company.
Respect personal boundaries.
Make it clear that the workday ends at 5 PM, but you are available for emergencies.
Respecting working hours demonstrates that you value your employees' work-life balance. This fosters a positive work environment and helps prevent burnout.
Pitfalls to Avoid
Common pitfalls and how to avoid them
Avoid traditions without explanation.
Do not enforce old rules without explaining their context.
Imposing traditions without context can lead to frustration. Generation Z questions established norms and expects to be included in decision-making.
Ban on smartphones without alternatives.
Do not allow smartphones without providing a digital solution.
A blanket ban can reduce motivation and productivity. Instead, consider offering alternative tools that promote collaboration.
Avoid infrequent feedback.
Don't limit your feedback to just once a year during the annual review.
Infrequent feedback can leave employees feeling uncertain. Regular feedback is essential for fostering development and alleviating uncertainties.
Sell Overtime as Team Spirit
Don't expect overtime without compensation to be viewed positively.
Uncompensated overtime can lead to dissatisfaction and burnout. Instead, you should promote your employees' work-life balance and appropriately reward overtime.
Ignore the purpose of the work.
Motivate not just through salary, but also through purpose.
Generation Z seeks more than just financial compensation. By emphasizing the purpose of their work, you can enhance motivation and engagement within the team.
Our AI role-playing games for leaders.
Training Generation Z Conflicts in Realistic AI Role-Playing Games
Practice challenging conversations with young employees in a safe environment using AI characters that exhibit typical Gen Z reactions. Train various communication approaches until you respond professionally, even in unfamiliar situations.
Nina Wagner
Professionally limit digital distractions.
Present or absent? Nina checks her smartphone seven times during meetings and misses critical information. "I can listen at the same time" is her standard excuse. Yesterday, she agreed to a task without even catching the details. Can you teach the digitally distracted employee that true presence is more than just physical attendance?
Training Goals
- Recognizing ImpactsNina specifically names how her distraction affects her work and the team
- Breaking the Multitasking MythNina realizes that she cannot truly be attentive and use her smartphone at the same time
- Expressing Underlying NeedNina talks about the actual need behind her smartphone use (FOMO, stress, insecurity)
Tim Lehmann
Channeling rebellious criticism constructively
Innovator or team destroyer? Tim brings brilliant ideas but criticizes established processes in 12 meetings as "complete nonsense." "Who came up with this? No one can take this seriously," he posts in the team chat. Three experienced colleagues no longer want to work with him, and one hasn't spoken a word since Tim's public shaming. Can you teach this rebellious talent that innovation and respect are not opposites?
Training Goals
- Recognize impact on teamTim recognizes that his behavior has concrete negative effects on colleagues
- Develop constructive alternativesFK shows Tim concrete examples of how he can formulate criticism respectfully
- Offer platform for ideasFK provides Tim with a structured framework to present his innovations
FAQs
How do you handle constant "Why?" questions?
View it as an opportunity, not an attack. Say, "That's a great question. We do it this way because..." and explain the reasoning behind it. Gen Z has been raised to question things—this is a strength, not a weakness. If you don't have a solid explanation, it might be time to reconsider an outdated process.
What do you do about smartphone distractions during meetings?
Address it directly: "I see you're receiving important messages. Can we take a short break, or is it urgent?" Often, they don't realize how disruptive it can be. Alternatively: "Put phones on silent; instead, we'll take a 2-minute break for messages every 20 minutes."
How do you respond to "That's not my job"?
Explain the connection: "True, that's not in your job description. But by doing this, you help Maria and simultaneously learn something about her area." Gen Z wants to understand how their work fits into the bigger picture and what they can learn from it.
What do you do when they expect a promotion after just three months?
Set realistic expectations: "I understand your ambition. Let's create a development plan with specific milestones." Outline a clear path while maintaining realistic timelines. They want to see progress, even if it doesn't lead to a promotion yet.
Overview of all leadership challenges
Each leadership problem requires specific solution approaches. Discover how to successfully master different challenges.
