Passing the Managerial Torch to the Next Generation

It is forecasted that Generation Z (Gen Z), individuals born between 1997 and 2012, will comprise 30% of the workforce by 2030. By the turn of the decade, the oldest members of Gen Z will have approximately 10 years of full-time work experience on their resumes.

Generation Z will aspire to ascend to managerial and leadership roles at companies and organizations of all sizes. Before contemplating how to successfully and seamlessly pass the managerial torch to Gen Z, we must first understand who Gen Z is and what is important to them.

Gen Z is the most diverse and inclusive generation. In my ongoing surveys of Gen Z, nearly 35% claim the most important quality they seek in an employer is a corporate culture of diversity and inclusion. They rank diversity and inclusion in the workplace as more important than competitive salaries and benefits. Alyssa, an event marketer, said, “We want to work at a company whose workplace culture values our differences in race, gender, sexuality, and expertise.” Gen Zers grew up in communities of diverse collaboration on campus and in clubs. They crave diversity of thought, experiences, and ideas in the workplace.

Gen Z is the "Purpose Generation." They want to work for employers that prioritize purpose and where they will feel fulfilled and positive about the work they are doing and the company they work for. According to a survey from a leading Gen Z research company, Knit, 91% of Gen Zers claim they are more likely to work for a socially conscious company. In that same Knit survey, 74% of Gen Zers rank purpose ahead of a paycheck when it comes to employment. Michael, a recent Harvard University grad, added,

“Gen Zers want to work for companies that are truly doing good for the world. If we aren’t passionate about your brand’s mission and purpose, we are not going to work for you.”

Gen Zers are entrepreneurs who are launching start-up companies, side hustles, and non-profit charitable organizations. In my survey of Gen Zers, 23% associate themselves with the entrepreneur persona compared to other personas, including activists (19%) and advocates (10%).

According to Knit, 42% of Gen Zers claim they want to lead their own business, 10 percentage points higher than all other working generations surveyed.

As they ascend through the ranks, Gen Z is seeking opportunities outside their day-to-day responsibilities to launch new initiatives, explore new sources of revenue at the workplace, and contribute measurable business-building value to their employers.

Gen Z has adopted technology more rapidly than any previous generation. As the chief marketing officer of MTV said, “Gen Z is the first generation that swiped before they wiped.” They embrace tech innovations that make completing work more efficient and effective. Technology has also allowed Gen Z to remotely complete their assignments, whether in college or in their career, as the pandemic has shifted learning and employment. 42% of Gen Zers claim they want to lead their own business, 10 percentage points higher than all other working generations surveyed. With that, Gen Zers are seeking consistent advancements in office technology, and they are proposing tech solutions as they arrive at the workplace. Nearly a third (29%) believe a hybrid work situation is ideal, and 19% claim that working remotely full-time is most appealing. Katie, a public relations practitioner, claims,

“Employers have to stop living in the past. We, as employees, are adjusted to work-from-home or hybrid work. We want to feel supported, not watched. We want to feel empowered, not controlled.”

As this generation begins their careers, they are seeking mentors in addition to managers. Nearly half of the Gen Zers I surveyed (48%) seek employers to support them 100% in their career growth and advancement by providing the training to upskill and evolve as managers and leaders. Antonia, who has launched her career in advertising, stated,

“I strongly believe in having mentors, especially in the workplace. Finding someone who I can trust to guide me through the first critical year or two out of college is much more important to my long-term success than an authoritative manager who is focused solely on the day-to-day tactical execution.”

As you look toward the future and contemplate transitioning leadership to the next generation, whether that be family members or trusted next-gen employees, here are 10 ways to seamlessly and successfully pass the managerial torch to Generation Z:

1. Empower Your ZEOs: Instead of considering your newest hires as simply entry-level employees, empower them as ZEOs, your future managers, and leaders. No matter the industry – construction, home builders, manufacturing – empowered ZEOs will deliver innovative business-building value and impact.
2. Encourage Entrepreneurship: Gen Zers associate most with being entrepreneurs more than any other persona. Empower your Gen Z entrepreneurs and consistently offer them opportunities to develop a new product, service, or companywide initiative.
3. Move From Managing to Mentoring: While Gen Z understands they will be managed and have managers, they want mentors who will actively support their career evolution and transformation from entry-level employees to the next generation of managers and leaders. ECI understands this, which is why we offer group, individual, and personalized training. This is what Gen Z is seeking as they aspire to be managers and leaders.
4. Promote Passion Projects: Gen Zers are multi-dimensional. They are artists, and content creators, contributing in charitable ways to communities. They want to work for employers who encourage them to pursue their passions and side hustles outside the office.
5. Prioritize Purpose: Gen Z wants to immerse themselves in the work of employers that prioritize purpose, where they will feel fulfilled about their work and the company they work for.
6. Elevate Diversity, Inclusion, and Belonging: Gen Z is the most diverse and inclusive generation. They are seeking diversity of experience and thought in the culture of their employers.
7. Promote Mental Health: Gen Zers tell me that mental health days are the most important benefit an employer can offer. Gen Z is seeking a work environment that welcomes a mental health dialogue.
8. Offer Hybrid Work: Gen Z has proven they can work successfully in a remote setting, but they desire a workplace that offers in-person human interaction/collaboration and the flexibility to work remotely.
9. Provide A Healthy Workspace: In my survey, Gen Zers said a healthy and safe setting is most important when they return to a physical workspace, and that includes dedicated space for mental health breaks
10. Transform Technology: Gen Z has had technology in their hands since they were infants. They will continuously seek the latest tech innovations that make completing work more efficient and effective.

This article was part of our Winter 2022/2023 Empower Magazine which features industry thought leaders sharing advice and unique perspectives on how professionals can future-proof their businesses.

Read the Empower Magazine