Today, millennials make up most of the workforce (36%), but Gen Z is hot on their heels. By 2030, those born between 1996 and 2010 will make up 30 percent of the U.S. workforce. Leaders benefit greatly from Gen Z’s fresh ideas and energy in their organizations. But Gen Z faces legitimate struggles, which I’ve written about before. They want a lot from leaders, but their biggest desire is authenticity.
Gen Z craves it. That’s because when you’re authentic, younger workers see you as more trustworthy. This is something leaders can start working on today. It’s worth examining in our organizations now because the stats don’t lie—Gen Z will fill up workplaces soon enough. Here are 5 ways to become more authentic with your Gen Z workers.
1. Embrace “I don’t know.”
Because they grew up with instant information, Gen Z is good at spotting insincerity. It’s a big turn-off for them to see a leader pretending to have all the answers. Be more authentic by embracing “I don’t know” when you don’t have the answer at your fingertips.
This approach does a few things with Gen Z. It shows you have humility, which this generation values. It also broadcasts your commitment to finding solutions as a leader. Both of those are comforting to young employees who are eager to work hard and make an impact. Embracing “I don’t know” will earn their respect and build an environment where solutions are the currency.
2. Empathize with problems.
Handing out directions before listening to problems will not endear you to Gen Z. Leaders setting a direction, working hard, and getting results are great, but Gen Z also desires emotional stability from you. About 60% of Gen Z employees want leaders to show they care about their well-being.
Stopping to listen helps leaders become more trustworthy, which is read as authentic to a generation that cares deeply about being understood. Empathy, above all else, is a way to connect.
3. Admit mistakes.
We should all be accountable for our mistakes in the workplace. Failing to admit when you’ve messed up is a giant red flag for Gen Z. It signals there is an imbalance of expectations and possibly fairness. Being authentic means having the integrity to fess up to mistakes. If you, as a leader, are late, apologize for holding everyone up. If you forgot about a big meeting, own up to it. This builds authenticity.
There is a secondary impact on Gen Z when you show vulnerability in this way. It demonstrates that nobody is free from the consequences of their actions. For Gen Z, that puts them on a similar footing as leadership.
4. Act on feedback.
I’ve learned that listening to feedback is crucial, no matter what age group you’re leading. Research from Stanford University reveals that less than one-third (31%) of Gen Z employees say they feel “heard” at work. They want their voices to matter to leadership, so listening is step one. Leaders can’t stop there. We must receive that feedback and then act on it. It shows you not only heard, but care enough to respond.
Acting on feedback doesn’t mean you must make titanic changes. If the data shows that most Gen Z employees don’t feel heard, then acknowledging them is a great start. From there, consider what further action can or should be taken.
5. Be transparent as much as possible.
Not every detail of your organization is public knowledge, but whatever you can share, be willing to discuss. For example, you may not be able to tell everyone about the details of a contract, but you can assure your employees that your door is open if they have questions about their own contract or other work-related issues.
Without transparency, people will make up their own stories and gossip about office matters that seem locked in secrecy. People start to worry and wonder when they don’t have many details. You can reassure Gen Z by being as much of an open book as possible. It lends credibility but also reads as authentic.
When it’s appropriate, be transparent. You’ll have to decide as a leader what information is shareable, but you buy a lot of goodwill with everyone in your organization when you are willing to pull back the curtain a bit.
What have you learned from Gen Z that makes you a better leader? Share in a comment.
