29 Entrepreneurs Share How They Handle Generation Z and Other Generations in the Workforce

As an entrepreneur, it is essential to understand the unique characteristics and preferences of each generation in the workforce, including Generation Z. This generation, born between 1997 and 2012, is known for its tech-savviness, desire for work-life balance, and preference for collaborative and inclusive work environments. To effectively manage and engage Gen Z employees, it is important to recognize and value the diverse perspectives and skills that each generation brings to the table and create a culture of respect and inclusion.

We asked entrepreneurs to share how they handle Generation Z and other generations in the workforce, and here are the responses:

#1- By allowing for collaborative projects

Photo Credit: Mary Kay Bitton

Gen Z workers are very different from traditional workers. They seem to want more interaction and enjoy working in team environments. By creating open spaces and allowing for collaborative projects, this generation seems to thrive. For remote workers, utilizing virtual meeting spaces such as Slack provides this same level of interaction. Gen Z also likes to shift projects frequently. They can become bored if left on a single project for too long. When having employees across multiple generations, it’s important to realize that what works for one employee doesn’t work for all.

Thanks to Mary Kay Bitton, Flo Vitamins!

#2- By creating an open work environment

Photo Credit: Bruce Kramer

In my experience, managing Generation Z (and other generations) in the workforce is all about understanding their needs and motivations. Each generation comes with its own set of values, experiences, and goals, so it’s important to be aware of these differences when managing a diverse group of employees. So, I recommend creating an open and transparent work environment with plenty of opportunities for feedback and growth. Each generation should be given a chance to share their ideas, perspectives, and experiences so that everyone in the team is heard.

Thanks to Bruce Kramer, Buttercup Venues!

#3- By understanding their preferences

Photo Credit: Dr. Willy Portier

When working with Gen-Z or any different generation that might be unique to deal with, I’d recommend meeting with them to figure out what their preferences are. Through a simple meeting, you can understand them better and figure out the best way to work alongside them as efficiently and effectively as possible. In fact, I recommend you do this with employees. Talk with them and understand them better. How would they like to work? What’s the middle ground where you can figure out the processes that work for both sides?”

Thanks to Dr. Willy Portier, Concerty!

#4- By providing feedback

Photo Credit: Jackie Lange

From our experience, providing feedback is imperative in managing not only Gen Z employees but other employees from other generations as well. Feedback provides them clarity on how they're doing and what they can improve. Gen Zs crave feedback. They seek ongoing coaching and constant feedback. It's also important to encourage them to voice their opinion freely. Gen Zs value freedom of expression. They say what they mean and mean what they say. It's important to find ways to connect with them.

Thanks to Jackie Lange, Panama Relocation Tours!

#5- By allowing them to work independently

Photo Credit: Josef Carmeli

What worked well for us was allowing them to work independently. Gen Zs are not really inclined to work with managers that micro-manage. They like working by themselves, and they can get every information they need in just one click. You boost their self-confidence by allowing them to work independently and trust their abilities. It's also important to provide them with growth opportunities that allow them to grow their skills.

Thanks to Josef Carmeli, If-So!

#6- By fostering an inclusive culture

Photo Credit: Garth Watrous

A supportive and inclusive work culture can help employees from all generations feel valued and appreciated, and create a positive work environment that promotes engagement and productivity. To foster an inclusive culture, employers can encourage employees from different generations to collaborate on projects, participate in team-building activities, and attend diversity and inclusion training. Employers can also create opportunities for cross-generational mentorship, where employees from different generations can share their experiences, skills, and perspectives with one another.

Thanks to Garth Watrous, American Hat Makers!

#7- By offering flexible work schedules

Photo Credit: Lori Taylor

Offering flexible schedules, remote work options, and opportunities for professional development to accommodate the needs and preferences of all employees. By providing flexible work arrangements, employers can meet the needs of employees from all generations and create a work environment that is inclusive and supportive of all employees.

Thanks to Lori Taylor, The Produce Moms!

#8- By understanding unique characteristics

Photo Credit: Erin LaCkore

Become familiar with the values, work styles, and motivations of each generation, as this will help you tailor your approach to each individual. This means becoming familiar with the values, work styles, and motivations of each generation, such as Baby Boomers, Gen X, Millennials, and Generation Z. By understanding these unique characteristics, employers can tailor their approach to each individual, and create a work environment that is inclusive and supportive of all employees.

Thanks to Erin LaCkore, LaCkore Couture!

#9- By being authentic and vulnerable

Photo Credit: Eric Lent

We always hear about the need for flexibility with Gen Z. But there are many more leadership attributes that are important for effectively engaging Gen Z and younger generations in the workforce. For example, learn more about being authentic and vulnerable. Younger generations have grown up with much more exposure and awareness of mental health and the benefits of vulnerability. They value vulnerability and authenticity so it’s critical to practice embracing these values.

Thanks to Eric Lent, Prezzee!

#10- By offering remote working

Photo Credit: Shawn Plummer

Business owners should offer remote or hybrid working to attract and engage Generation Z employees. We have found that around half of Generation Z employees want to work remotely at least some of the time. For millennials, the proportion that favors remote work is even higher. Tech-savvy younger generations see the value of being able to work online from home without dealing with the stress and expense of daily commuting. Employers with generation Z employees who offer remote or hybrid working will benefit from a more motivated, more productive workforce.

Thanks to Shawn Plummer, The Annuity Expert!

#11- By encouraging a healthy balance

Photo Credit: Tory Gray

If you want to attract younger talent and retain them over the long term, find a way to strike a healthy balance together. Whether through remote or hybrid work, flexible schedules, part-time work options, wellness programs, mental health education, and more, there are countless options to acknowledge and make space for life outside of work in your company culture. When you build supports to help encourage a healthy balance, you’ll attract more Gen Zers and set your team up for improved productivity.

Thanks to Tory Gray, The Gray Dot Company!

#12- Focused approach to technology

Photo Credit: Eric Czerwonka

A more focused approach to technology is a better way to handle Gen-Z in the workplace. Gen-Z works best with everything in one place and working with each other, so we’ve adapted a project management tool that handles so much in one place for us. Gen-Z are used to using the best, most advanced technology, so it’s worth finding the best tools to be used and not just introducing anything. Find the most advanced platform that Gen-Z can use and make it work for you!

Thanks to Eric Czerwonka, Buddy Punch!

#13- By being honest and communicative

Photo Credit: Stefan Chekavov

My experience with Gen Z is that they are some of the most self-sufficient and conscientious workers at our company since similar to millennials they entered the workforce in very economically unstable times and understand the difficulty of finding and maintaining jobs. I handle them like I would handle most of my other employees, except I usually trust them to get to grips with the technical side of things much faster. It’s important, to be honest, and communicative with them.

Thanks to Stefan Chekavov, Brosix!

#14- By providing learning opportunities

Photo Credit: Tomek Mlodzki

Employees from different generations tend to have different views and expectations. To handle them effectively, leaders must understand them and their mindset. As regards Generation Z, it differs from older generations in its desire to learn and grow professionally in a horizontal move. They don’t want to be tied to one role but want learning and development opportunities. Providing learning opportunities and internal mobility enable younger employees to expand their horizons and satisfy their needs to change, grow, and practice new skills.

Thanks to Tomek Mlodzki, PhotoAiD!

#15- By creating a positive workplace

Photo Credit: Percy Grunwald

As an entrepreneur or business owner, I handle managing a diverse workforce, including Generation Z and other generations, by creating a positive and inclusive workplace culture. I recognize the unique strengths and challenges each generation brings to the table and strive to create an environment where all employees feel valued and heard. This often includes offering flexible work arrangements, providing opportunities for professional development, and fostering open communication channels.

Thanks to Percy Grunwald, Hosting Data!

#16- By recognizing their needs

Photo Credit: Layla Acharya

I would urge every leader to learn as much as possible about them in order to be ready. It is important to recognize what they need. The first generation to pursue what they see as significant in employment is Generation Z. This entails striving for more and refusing to settle. It also entails valuing mental well-being and having versatility with working hours and personal days. To reduce high levels of attrition, leaders can start by getting to know the demands of Gen-Z employees.

Thanks to Layla Acharya, Edwize!

#17- By leveraging their desire for purpose

Photo Credit: Alvin Wei

Gen Z is driven by the need to have a higher sense of purpose and to do meaningful work that goes beyond them and impacts the world. Tapping into this desire is the number one tip to effectively managing Gen Z in the workplace and creating harmony between them and other generation team members. Expound on Gen Z’s skills, such as being tech-savvy, and show them how they play an important role in bridging the gap between the old and new to get the most out of their talents.

Thanks to Alvin Wei, SEOAnt!

#18- By treating as equals

Photo Credit: Daniel Nyquist

The best way to handle Generation Z in the workforce is to treat them as equals. They are digital natives, and they have grown up with technology—they can learn it quickly and adapt to new platforms. The best thing you can do is give them opportunities to try new things, and then support them when they fail. The reason for this is that Generation Z has a sense of entitlement—they expect that if they want something, they should be able to get it. This is something that we need to respect and nurture.

Thanks to Daniel Nyquist, Crosslist!

#19- By encouraging an open-minded culture

Photo Credit: Laura Adams

Listening and being open-minded are crucial when working with Gen-Z colleagues, who bring diverse perspectives and ideas to the table. You create a work environment that values diversity and inclusivity by actively encouraging them to share their thoughts and being open to their ideas. By fostering a culture of open-mindedness and active listening, you can create a more positive, collaborative, and productive work environment that leverages the unique strengths of each team member.

Thanks to Laura Adams, Happiest Camper!

#20- By providing mentorship

Photo Credit: Charles Cridland

Providing mentorship opportunities is a great way to support Gen-Z colleagues' professional development and career growth. Gen-Z values learning and skill-building, so pairing them with a mentor can help provide guidance, support, and advice as they navigate their careers. By providing mentorship and training opportunities, you can help them feel valued and supported in their professional journey, leading to increased engagement and satisfaction in their work.

Thanks to Charles Cridland, YourParkingSpace!

#21- By motivating with the purpose

Photo Credit: Vincent Luca

Gen-Z is a generation that values purpose and meaning in their work, so it's crucial to help them understand how their role fits into the larger picture. Emphasizing the purpose behind their work can help motivate and engage Gen-Z colleagues and create a sense of fulfillment and satisfaction in their jobs. By providing a clear understanding of the importance of their work, you can help your younger colleagues feel more connected to the company and motivated to do their best.

Thanks to Vincent Luca, On Demand Pest Control!

#22- By treating them equally

Photo Credit: Aviva Sonenreich

Being a CEO In my opinion, the best way to handle Generation Z in the workforce is to treat them like any other employee. They should be given the same opportunities and responsibilities as everyone else. This includes things like training, development, and feedback. The key is to not make assumptions about what they can or can't do based on their age. Instead, give them a chance to show what they're capable of. If you do this, I think you'll be pleasantly surprised at how much potential they have.

Thanks to Aviva Sonenreich, Warehouse Hotline!

#23- By understanding needs and preferences

Photo Credit: Jaden Oh

I recognize the importance of investing in multiple generations in the workforce. I have found that by making sure to invest in the up-and-coming Generation Z, I am able to bring a fresh perspective to my business that I otherwise wouldn’t have access to. Additionally, having a team made up of multiple generations has helped us to create a culture of understanding, respect, and collaboration. We make sure to take the time to understand each generation's needs and preferences.

Thanks to Jaden Oh, TRAFFV!

#24- By encouraging open communication

Photo Credit: Omer Usanmaz

The best way to approach these differing generational needs is with open communication. We strive to meet our employees where they are by building relationships that foster an open dialogue. This allows us to better understand their unique needs and objectives, while also unlocking insights that can be leveraged to create a supportive work environment tailored towards Gen Z’s values and goals. It also empowers us to bridge generational gaps through education and mentorship so that employees from all generations can learn, and grow.

Thanks to Omer Usanmaz, Qooper!

#25- By setting a good example

Photo Credit: Peter Chatfield

In my opinion, the best way for business owners to deal with members of Generation Z (and other generations) in the workplace is to set a good example. Unlike older generations, members of Gen Z will not blindly follow orders. More than ever, it is crucial for leaders to set the pace by providing both vision and constructive criticism. The significance of hiring also rises. Select workers who are eager to join your team, and then place them in roles where they can make the most meaningful contributions, with the expectation that you will inspire them to reach their full potential.

Thanks to Peter Chatfield, Household Money Saving!

#26- By encouraging innovation and flexibility

Photo Credit: Faizan Khan

In my opinion, one of the best ways to deal with millennials and Generation Z in the workplace is to encourage innovation and flexibility. Global innovation is likely to increase when millennials' children enter the workforce. Gen Z is the first generation to be truly entrepreneurial, diverse, digitally aware, and self-reliant. Gen-Z workers value work-life balance and mental health care in a way that Baby Boomers didn't.

Thanks to Faizan Khan, UBUY Australia!

#27- By encouraging them to participate

Photo Credit: Robert Leonard

Our current workforce is made up of many different generations, from Baby Boomers to Gen Z-ers. Each one brings something different to the table based on their specific life experiences. To successfully handle all these diverse generations in the workplace, employers should take steps to create a culture where every generation is welcome and encouraged to participate equally.  By taking proactive measures, employers will be able to better manage their multi-generational workforce with success.

Thanks to Robert Leonard, Aimvein!

#28- By encouraging a fun and open approach

Photo Credit: Jonathan Tian

Gen Z employees look for freedom of ideas. I have implemented open meetings for every department in my organization to encourage the employees to share their thoughts regarding their tasks. This methodology engages Gen Z employees positively. They are excited to give their input and feel satisfied with their responsibilities. Moreover, I conduct these meetings in a fun-filled environment rather than being more professional. My approach is appreciated by most of our Gen Z employees in our organization.

Thanks to Jonathan Tian, CreditYelp!

#29- By leveraging unique talents

Photo Credit: Jae Pak

I embrace and leverage their unique talents. Personally, I welcome Generation Z employees to my medical practice with open arms. This age group has a passion for something I also hold in high regard the latest and greatest technology. I think their insights and adaptability are extremely valuable in the workplace, especially in the medical landscape where new innovative solutions are constantly emerging. People from my generation can learn a lot from Gen Z if they’ll take the time to listen.

Thanks to Jae Pak, Jae Pak MD Medical!

How do you handle Generation Z (and other generations) in the workforce? Tell us in the comments below. Don’t forget to join our #IamCEO Community.

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