Martin Noonan, Business Coach and Facilitator at Innovate Learn (Melbourne), explores the fundamental change in the dynamic between the manager and the employee, and explains why managers must re-define their management value propositions.
For decades, the manager was expected to be the smartest person in the workplace. Their knowledge and experience, built over years on the job, made them the go-to source of answers, guidance and expertise.
Today’s younger employees (particularly Gen Z) grew up with smartphones, social media and on-demand technology, and expect instant, seamless access to information across multiple digital platforms.
Rather than looking to managers as the default source of knowledge, many now search online for answers. As a result, today’s employees often judge managers less by what they know and more by how effectively they foster engagement, autonomy and growth. They typically describe the ideal manager as fun, entertaining and providing continuous new workplace experiences.
This doesn’t mean that managers are becoming irrelevant, or that Gen Z is rejecting leadership or experience. They value the guidance and judgement of senior leaders, particularly when challenges arise. But when business is running smoothly, they want opportunities to contribute to day-to-day decisions, share ideas and have their voices heard.
How today’s Managers can create value for their young team members
- Develop business acumen
Having grown up with instant access to information together with a 360 degree of social interaction, Gen Z can understand an issue and provide a solution quite quickly. However, they often have under-developed business acumen so their understanding of the issue can be superficial and their solution too broad, lacking depth and substance. Managers need to focus on guiding them to slow down even if they do make mistakes. Mistakes actually foster deeper learning and an understanding of consequences.
An effective way to bridge the gap is through buddy or shadowing programs that pair Gen Z employees with senior leaders. These initiatives give younger employees the opportunity to observe how decisions are made, contribute their perspectives and feel genuinely involved in the business. It’s not a nice-to-have; it’s how organisations develop future leaders and build long-term capability.
- Build face-to-face communication skills
Social media gave Gen Z the ability to interact with anyone from politicians to pop stars to influencers. As a result, many are highly comfortable communicating digitally but have had fewer opportunities to develop confidence in face-to-face professional interactions. Many would rather text customers than meet them face-to-face.
It’s important to coach the development of communication skills as well as an understanding of professional boundaries and workplace etiquette. The key is to provide an environment of structure and confidence.
- Give them influence not just employment
Gen Z expects far more from the workplace than previous generations. Rather than following a linear career path built solely on performance and accountability, they expect to be consulted, have a voice and have access to leadership at every level. When these expectations aren’t met, many leave within 12 months, with boredom often cited as the primary reason.
While leaders don’t need to involve Gen Z in every decision, they do need to create meaningful opportunities for participation. The principle itself isn’t new: people are far more engaged when they feel seen, valued and personally connected to their leader and the organisation. If they feel they’re simply another resource with no real connection, they’ll start looking for the exit and seek an environment that will provide for these needs.
One initiative that’s shown real promise is bringing together five or six employees from different locations into an online group. Meeting monthly to discuss how to make the workplace more effective and attractive gives them a genuine voice while challenging them to deliver visible outcomes. It’s stimulating for them – and genuinely valuable for the organisation.
Three practical strategies to engage and lead Gen Z more effectively
- Set expectations early: From day one, understand what they want from the role and the organisation: expectations for advancement, role variations, what keeps them interested, motivated and entertained in the workplace. Be honest about what you/the organisation can, and cannot, do.
- Map a pathway: Gen Z doesn’t believe in spending decades at one organisation, but they will commit to two or three years if there’s a clear, structured yet flexible pathway. Show them what that progression looks like but be open to making changes. Ensure there are regular reviews and two-way conversations focused on their future and enable their aspirations and goals to change and evolve.
- Provide variety and responsibility: Keep them stimulated through changing environments, different tasks and genuine involvement in activities such as brainstorming sessions, visits to different parts of the business, or working from different sites including interstate locations. Include them in problem-solving units. Give them room to express themselves and create an environment that will keep them engaged.
Managers no longer create value for employees through knowledge alone. They do this by providing what technology cannot: flexibility, exciting opportunities, variety, guidance and human connection.
Organisations that recognise this shift will be far better positioned to attract, engage and retain the next generation of talent.
About us:
About Innovate Learn: Innovate Learn is an Australian company based in Melbourne, combining local expertise with research-based best-practice solutions from Wilson Learning Worldwide. With 20+ years of business experience across a wide range of industries, Innovate Learn provides targeted solutions that support strategic initiatives, build productive and engaging work cultures, and drive measurable business outcomes. Programs are supported by best-practice facilitation and coaching services.
Website: https://www.innovatelearn.com.au/
