Cracking the Code – How to Successfully Manage Gen Z Engineers Cheat Sheet

March 1, 2023
8:40 am

Managing a team of engineers is no easy feat, and with each new generation entering the workforce comes a unique set of challenges.

Gen Z, born between 1997 and 2012, is the newest generation to join the workforce, and their values, expectations, and work styles differ from those of their predecessors.

As a manager, it’s crucial to understand how to effectively lead and manage Gen Z engineers to ensure their success and the success of your team.

In this article, we’ll explore 10 quick&short tips for managing Gen Z engineering employees, including how to provide feedback, foster collaboration, and prioritize work-life balance.

By following these tips, you’ll be able to effectively manage and inspire your Gen Z team members to achieve their full potential.

1) Frequent feedback

Gen Z employees crave feedback. They want to know how they are doing and progressing. It enables them to understand their strengths and areas for improvement.

Make sure to build and foster a strong feedback culture in your teams, especially if you manage a Gen Z workforce.

Don’t wait until the end of the year to produce the feedback. Make a habit of delivering it regularly.

2) Encourage collaboration

Gen Z employees value teamwork and collaboration. Create opportunities for them to work on different projects with others and to share ideas.

Encourage cross-team collaboration and explain to them how knowledge sharing contributes to a more significant cause of people’s and the organization’s development.

Enable your gen-zeers to be part of something bigger.

3) Be open to new ideas

Gen Z employees are often innovative and creative. Encourage them to share their ideas and be open to trying new approaches.

Be mindful of the generation gap, especially if the “distance” between you and your team members is significant (two decades and up). The difference in mindset can have significant consequences on the team’s effectiveness.

Regardless of how successful you have been in your managerial position, open yourself to the ideas coming from these bright young folks. There’s always something new to learn.

4) Offer flexible work arrangements

Gen Z employees value work-life balance and often prefer flexible work arrangements.

Covid pandemic changed the world permanently, and working from home and hybrid work has become a norm.

Don’t be surprised if your team member asks you to work from a local coffee shop this Tuesday. Allow them to do it and hold them accountable for the work done.

5) Provide opportunities for growth

Gen Z employees are ambitious and want to advance in their careers. Apart from the primary projects in your company, explore additional training programs and opportunities for their professional development.

The moment Gen Z employee feels their career is stagnating, regardless of the salary and your office design space, they will look for opportunities elsewhere. Make sure you have development programs ready to kick in when needed.

6) Use technology to your advantage

Gen Z employees are tech-savvy and comfortable with digital tools. Utilize various technology to communicate, collaborate, and streamline workflows.

Yes, this means not inviting Gen Z employees to your company’s Facebook page made in 2011. Instead, consider using TikTok.

Educate yourself on the latest technology trends and stay current, or your communication with your team may be impaired.

7) Foster a positive company culture

Gen Z employees want to work for companies that align with their values.

Foster a positive company culture that promotes inclusivity, diversity, and social responsibility.

Explore different opportunities to instill these values in your team and lead by example – walk the talk.

Especially important for gen-zeers is a sense of community and belonging which encourages collaboration, innovation, and growth.

8) Prioritize work-life balance

Gen Z employees value work-life balance and may even prioritize it over their work.

Encourage them to take breaks and prioritize their well-being. This may be very painful to accept especially if you are “old school” and in “your time” working 7 days a week was a norm.

When you define clear accountabilities and put an emphasis on getting things done, does it matter if someone leaves home early this Wednesday? What matters is achieving your team’s objectives.

9) Provide clear expectations

Gen Z engineers want to know what is expected of them. Be clear about goals, deadlines, and performance metrics.

You should define the desired outcomes and let the engineer find his own route toward those outcomes.

In other words, define “what”, not “how”.

10) Recognize their contributions

Gen Z employees want to feel valued and appreciated. Make sure to recognize their contributions and celebrate their successes.

Regularly provide feedback on their work, and if it’s good, make sure to say it.

Conclusion

In conclusion, managing Gen Z engineers requires a different approach than managing previous generations.

They value work-life balance, collaboration, innovation, and feedback, and managers must take these factors into account to successfully lead and motivate them.

By providing opportunities for growth and development, using technology to improve communication and workflows, and fostering a positive company culture, managers can create an environment where Gen Z engineers can thrive.

By following the tips outlined in this article, managers can effectively manage and inspire their Gen Z team members to achieve their full potential, resulting in a successful and productive team.

Remember, the key to managing Gen Z engineers is to understand and embrace their unique strengths and work styles while providing them with the support and resources they need to succeed.