Supporting Gen Z at Work

Here’s the important conversation for leaders!

If you have read or even heard about Jonathan Haidt’s book, “The Anxious Generation” then you are aware of the importance of a “play based’ childhood vs a “screen based” childhood. It may be the most important book for parents and educators at this time in history, and both schools and parents are responding.

Why is this important for leaders?

There is an entire generation (Gen Z) at work that grew up with a “screen based” childhood rather than a “play based childhood.” And our formative years (childhood) influence our work expectations.

(There are outliers as well, for example kids involved in sports, rodeo or other activities.)

How do we as leaders recognize and adapt and support Gen Z at work? How should Gen Z leaders support others from their generation?

Here are 9 proven ways leaders can support Gen Z at work:

Protect Focus and Attention: model and help them learn deep work habits. This may include “no meeting” blocks, or “do not disturb messages.” In some cases, it may require a “screen detox.”

Build Social Connection: create intentional opportunities for informal connection, mentoring and team building in a safe way. Providing lunch where everyone is included and positive conversations are encouraged. Mix it up with some fun “ice breaker” questions.

Normalize Boundaries and Rest: Set expectations that after-hours communication isn’t required. Modeling this value is the number 1 way to prevent burnout. Encourage time away from work related message and apps.

Give Frequent Feedback, both reinforcing and redirecting. Gen Z is accustomed to regular feedback for many reasons, including social media. Be kind and clear, and communicate positive intentions such as “I would like to discuss how we can work together more effectively.” Don’t forget to give reinforcing or positive feedback and be specific. Regular feedback when given well increases trust and connection.

Foster Psychological Safety. Invite questions, reward curiosity and respond with respect. Share your own struggles and how you learned from them. Remind them that we learn from our mistakes more than we learn from our success.

Connect Work to Purpose. Clearly link daily tasks to the bigger mission. Explain to them how their work helps achieve company goals, customer service, profitability. Don’t assume that they automatically know this connection. Take it a step further and connect their personal goals with work goals.

Empower with Autonomy. Provide clarity on goals but allow freedom in how they are achieved. Encourage experimentation and learning from mistakes. Let them know that you are available for questions or support as needed and you trust them to be creative problem-solvers.

Support Mental Health. Ensure that resources are accessible. Make it normal to have conversations centered around well-being. Initiate casual friendly exchanges about their hobbies or interests. Let them know you are there for them.

Celebrate Growth and Resilience. Highlight progress. Celebrate small wins and reinforce resilience. Model and promote a “growth mindset.” We are all learning and growing…becoming better versions of ourselves.

No matter which generation you identify with, Haidt’s book shows us that a phone-based childhood shifted the way that Gen Z developed. Leaders who protect focus, foster connection and promote wellness help these talented young adults thrive—not in spite of their upbringing but because they are resilient, adaptable, and eager to contribute when supported well.