As Gen Z (born 1997-2012) enters the workforce, their values—tech-savviness, flexibility, and purpose-driven work—sometimes clash with traditional management styles. Ross offers eight practical tips to foster mutual understanding and success.
First, Gen Z should embrace face-to-face communication when possible, as managers often value personal interaction over digital channels. Second, they should seek clarity on expectations, asking specific questions to align with company goals. Third, demonstrating adaptability by learning legacy systems alongside new tech can build trust.
Fourth, Gen Z should showcase their digital skills to improve processes, but with patience for slower adoption. Fifth, they should prioritize punctuality and reliability—small gestures that signal respect for established norms. Sixth, seeking mentorship from managers can deepen relationships and provide growth opportunities.
Seventh, Gen Z should advocate for their needs, like flexible hours, while showing a willingness to compromise. Finally, they should focus on building soft skills like emotional intelligence, which managers often prioritize for leadership roles.
By meeting managers halfway, Gen Z can turn generational differences into strengths, creating a more collaborative and innovative workplace in 2025.