Ask any successful manager of a diverse team, and they’ll tell you that they manage their younger workers in a starkly different way than their older employees. If you don’t already, it’s time you learn to do the same — with Gen Z expected to make up a quarter of the workforce by 2025, it’s vital that you adapt your management strategies to appeal to this growing segment of workers.

Thankfully, learning how to manage Gen Z isn’t that hard. There are a few key facets that Gen Z has shown to value and flock to. If you master these areas and incorporate them into your business and managing strategies, you’ll have no problem attracting and retaining these passionate workers. With that in mind, here are some tips for managing Gen Z that you can weave into your talent strategy.

1. They Value Tech and Innovation

Like it or not, Gen Z grew up with phones in their hands. As such, they are adept at using technology and like to see it ingrained into their daily tasks.

By embracing technological advancements and incorporating them into your workplace, you can drive engagement among younger workers, reduce onboarding times, and attract Gen Z talent.

Just make sure you don’t include tech as an afterthought. Take a thorough, holistic approach as you leverage digital tools for communication, project management, and collaboration. This way, you’ll not only encourage a tech-savvy environment that plays to Gen Z’s strengths but also foster a culture of innovation and efficiency.

2. They Prioritize Quality-of-Life Benefits

When considering how to manage Gen Z, you might assume that they value a paying wage above all else. After all, every worker can appreciate a competitive salary, comprehensive health insurance, and a generous retirement plan. However, valued benefits for Gen Z don’t look like the traditional compensation plan.

More than any previous generation, younger workers are looking for flexibility, whole-body wellness, and a definitive work-life balance that draws clear borders between the two realms. This may mean offering mental health benefits for Gen Z, covering the cost of gym memberships, or offering flexible options like remote work or hybrid schedules.

3. They Crave Regular Feedback and Growth Opportunities

Whether to reassure them that they’re on the right track or to help them avoid potential mishaps, Gen Z values regular feedback. To this end, regular check-ins and constructive feedback sessions can be highly beneficial for Gen Z employees, making sure they feel valued and invested in your organization.

They also look for opportunities for professional growth. So make sure you keep them aware of any available trainings, seminars, or even self-paced online courses. Even if they don’t have their sights set on a promotion, they’ll still value the opportunity to grow as an individual.

Investing in your employees can also nurture feelings of loyalty toward the organization. If your staff feels valued and appreciated, they are more likely to stick around instead of chasing minor pay raises or novel perks with other companies.

4. They Demand Inclusivity

Gen Z has broken free from the restrictive mold of the traditional American workforce, highly valuing inclusivity and equity. Therefore, creating a diverse working environment that encourages teamwork and values differing perspectives is key to managing Gen Z effectively. This approach not only benefits the individual but also enriches the organization with a range of ideas and viewpoints.

If you’re still working on making your workforce a more inclusive one, it might be wise to connect with contingent staffing solutions to empower your team with a diverse group of talented professionals.

However, developing an inclusive workforce is only the first step. It’s also wise to encourage team projects and cross-departmental collaboration to allow Gen Z employees to engage with people outside their immediate working circle. In the same vein, consider assigning them a mentor so they can exchange ideas and learn more about one another’s worldviews.

5. They Want Their Work to Align With Their Personal Goals and Values

Despite wanting clear boundaries between their personal lives and their careers, Gen Z wants purposeful work that aligns with their personal values. They want to know that their career is making a positive impact, and they want it to resonate with them meaningfully. They are therefore more likely to be engaged and committed when they feel their work has a broader impact. As such, connecting their duties to the company’s larger mission and societal contributions can be an effective strategy for managing Gen Z.

You should also regularly communicate the company’s vision, goals, and progress to each team or department. When your brand reaches a specific ESG goal, for example, publicly celebrate it and reward your teams! These are just a few ways to drive engagement among Gen Z and align granular work with the company’s goals.

Keep in Mind These Tips for Managing Gen Z

These five tips for managing Gen Z can help you diversify your workforce and make your organization more appealing to younger generations. It won’t be long before the upcoming generation dominates the workforce, so it’s better to learn how to manage

Gen Z and make them feel welcome now so you can maintain the momentum your brand has worked so hard to achieve long into the future.