Imagine presenting an innovative idea in a meeting and before you have finished the first sentence, you already hear "Why don't we do it differently?" from the corner of the youngest team member. Then you have arrived in the world of GenZ, where the courage to innovate is part of everyday life and barriers seem to be nothing more than a new level in a computer game.

The „New“: The digital generation without fears

They are often referred to as „Digital Natives“ or „Digital Generation", born between the mid-1990s and the early 2010s – the generation that grew up with all the technologies that many executives first had to gain access to. GenZ juggles digitalization and performs its tasks playfully with artificial intelligence. Worried about new technologies? Not a chance! And it is precisely these skills that make them so valuable for any company. This is Future Work!

Overcoming boundaries

As a manager, I was used to being in the role of mentor. But at GenZ, I keep noticing that the roles are becoming blurred. In the midst of WhatsApp messages, TikTok videos and influencer marketing, there is plenty of room to learn from each other beyond age boundaries.

My secret: communicate, encourage, let go

In order to make the most of GenZ's capabilities and combine them with the knowledge and experience of previous generations, I believe that communication, encouragement and letting go are the keywords.

Communication: Open and transparent communication is the key to success – basically in every generation of employees. GenZ prefers clear information about what needs to be done and then wants to work largely independently. They want to decide for themselves when, where and how. This is not always easy for managers, especially as this was regularly handled differently in the past. It becomes particularly difficult when expectations about working methods and structure differ widely in a multigenerational team.

I try to nip such conflicts in the bud. In the weekly meetings, we exchange ideas and talk about what is pending or where there are problems. The swarm intelligence with young and old has often given us great ideas and taken our work to a whole new level.

Fördern: GenZ is looking for meaningful work, wants opportunities for personal and professional development and wants to get involved. I try to offer this as far as possible, whether it's further training measures or the implementation of my own ideas. In this way, I can support the growth of the individual and get it back in the form of commitment and creativity.

Letting go: This is probably the biggest challenge for managers. First of all, giving the people in the team a leap of faith. In the past, methods of employee monitoring, strict time recording systems and constant queries about the status and value of work orders were common. I had my doubts about the authoritarian management style early on and preferred to lead with trust and at eye level. But with GenZ at the latest, it's time to let go. Once the tasks have been assigned and it is clear what the deadline is, you have to be able to let go. The result follows on the footsteps.

Difficult feedback conversations

This may sound as if everything always goes smoothly and without a hitch for me. Doron, the generation fluffer, would love it. I also have to have difficult feedback discussions or make course corrections when there are problems with collaboration or work results. Nevertheless, my conclusion is quite clear that I have always done better with „trust first“ than with constant control.

FAQs for a successful collaboration with GenZ

1. How can I win GenZ for my company? Address GenZ in an authentic way, speak to their values and interests. Show a strong online presence, use social media. And be sure to create flexible working time models that meet GenZ's needs for work-life integration and versatility.

2. How can I integrate GenZ employees into the corporate culture while encouraging them to contribute their individuality? Encourage open communication and the exchange of different perspectives to create an inclusive team culture. Implement agile working methods that provide space for diverse working styles. Encourage mutual mentoring to share knowledge and experience between generations and learn from each other. Set a good example: be prepared to learn from GenZ.

3. How can I keep GenZ employees motivated and engaged? Provide clear career development paths that appeal to their curiosity and desire for growth. GenZ is looking for meaningful work. Ensure that your company values do not contradict those of the younger generation. Climate action, diversity and inclusion should not be empty words in your organization.