Managing a new generation of workers is never straightforward, and leading Gen Z employees as a Baby Boomer manager brings its own unique challenges. As someone who has navigated different cultures, industries, and leadership models over the past 20 years, I can confirm that traditional methods don’t resonate with this group. When outdated habits collide with Gen Z’s values, you risk losing their talent, and fast.
Let’s identify outdated leadership habits that no longer work and explore better approaches so your managerial style aligns with the priorities of this ambitious generation.
Old Habit #1: Command Over Collaboration
Telling employees what to do without room for debate doesn’t fly anymore. Gen Z grew up with online communities where collaboration and reciprocal conversation dominate, so they expect the same at work. Instead of dictating decisions, try fostering problem-solving discussions that empower them to contribute ideas.
Old Habit #2: Presenteeism Equals Productivity
If you equate value with clocked hours, you’re missing the mark. Gen Z cares about getting results more than being seen at their desks. In fact, many of them thrive in flexible, remote work environments. Create measurable goals and offer the freedom to meet them in ways that make sense for your employees.
Old Habit #3: Rare Feedback
Annual performance reviews feel outdated for a generation accustomed to instant feedback. Rather than waiting for formal check-ins, regularly offer constructive comments and praise. Companies that prioritize real-time feedback often see higher retention rates and improved engagement.
Old Habit #4: Dismissing Mental Health
Boomer managers who undervalue mental health initiatives are likely to encounter pushback. Gen Z avoids workplace cultures that glorify burnout or ignore employees’ emotional wellbeing. Tools like free therapy sessions or mental health days can serve as a powerful statement that you’re committed to a healthy team dynamic.
Old Habit #5: "We’ve Always Done It This Way" Attitude
Sticking rigidly to practices that worked in the past hinders innovation. Gen Z thrives on questioning processes and finding alternatives. Treat their curiosity as a contribution, not a challenge, and let them experiment with smarter workflows.
How To Guide: Modernizing Your Leadership Style
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Start with Transparency
Gen Z expects clear communication. Whether it’s company goals, internal changes, or even mistakes, being candid builds trust. Open dialogue encourages employees to share their own concerns or ideas without fear. -
Facilitate Tech Savviness
Invest in the digital tools your team prefers, think Slack, Trello, or Notion for collaboration. Gen Z employees often suggest faster solutions; listen and adapt together. -
Create Flexibility for Autonomy
Consider abandoning strict schedules. Instead, experiment with models like compressed workweeks or adjustable remote setups that your employees customize based on their productivity levels. -
Encourage Reverse Mentorship
Gen Z workers bring fresh perspectives on technology, trends, and audience engagement. In addition to mentoring them, allow younger staff to teach their managers digital strategies or emerging tools.
Common Mistakes to Avoid When Managing Gen Z
- Over-generalizing the generation: Not every Gen Z employee fits stereotypes like “entitled” or “lazy.” Avoid assumptions and get to know your team’s traits individually.
- Ignoring their feedback: If you frequently dismiss their ideas, expect loyalty to drop. Gen Z employees thrive on collaborative environments, not top-down hierarchies.
- Neglecting personal growth opportunities: While previous generations didn’t always push for skill-building workshops, Gen Z expects training programs that expand their capabilities.
Why It Matters: The Future of Workplaces
As leaders, Boomers must understand that the next workforce wants purpose, respect, and growth opportunities, not instructions. If you can adapt your leadership style to meet their expectations without compromising your principles, you’ll foster stronger loyalty and engagement.
Also, don’t forget: adaptability benefits everyone. Integrating flexible schedules or using new tech can simplify your own work processes, while open dialogues allow new ideas to surface, ultimately strengthening the organization.
Useful Conclusion
Managing Gen Z isn’t about radically shifting who you are as a manager, it’s about listening to what this generation values and removing habits that alienate top talent. Give them the autonomy to thrive, build a culture of transparency, and invest in digital solutions that improve collaboration. Learn how to align priorities and adapt together because, as a manager, evolving with your team is the most valuable long-term strategy.
FAQ
1. What are the key challenges Boomers face when managing Gen Z employees?
Boomers struggle with outdated leadership habits like rigid hierarchies, presenteeism, and avoiding mental health discussions, which conflict with Gen Z’s values of flexibility, transparency, and well-being. Insights on this can be found in Managing Gen Z: A Practical Guide for Managers and HR.
2. Why doesn’t a command-and-control leadership style work for Gen Z?
Gen Z employees expect collaborative workplaces that value their input, as opposed to strict, top-down leadership. They thrive under managers who facilitate discussions rather than delivering orders. Learn more about the shift from hierarchy to collaboration.
3. How does Gen Z define productivity differently from older generations?
Gen Z focuses on achieving results rather than being physically present in the office or adhering to strict schedules. Flexible and remote work models are favored. Find more about Gen Z’s approach to work productivity.
4. Why do Gen Z employees value real-time feedback?
Growing up with instant communication has led Gen Z to prefer frequent, constructive feedback over annual reviews. This ongoing dialogue fosters better engagement and employee satisfaction. Check out strategies for managing Gen Z effectively.
5. How important is mental health to Gen Z in the workplace?
Gen Z expects workplaces to prioritize mental health through policies and resources like therapy programs and mental health days. Ignoring this need can harm retention. Review the impact of mental health resources on Gen Z retention.
6. What role does innovation play in managing Gen Z employees?
Gen Z approaches work with a “question everything” mindset, seeking to innovate workflows and rethink processes. Managers should encourage experimentation rather than sticking with “we’ve always done it this way.” Understand why innovation is key to managing Gen Z.
7. Why is technology adoption crucial for managing Gen Z teams?
As digital natives, Gen Z expects access to modern and efficient tools like Slack and Notion. Resistance to adopting new technologies can frustrate younger employees. Explore tips for integrating digital tools.
8. How can managers build trust with Gen Z employees?
Transparency in communication, whether it’s company decisions or acknowledging mistakes, helps build trust. Open dialogue also fosters a positive environment for idea-sharing. Discover the role of transparency in leadership.
9. What is reverse mentorship, and how does it benefit Gen Z management?
Reverse mentorship allows younger employees to share insights on technology and trends with senior staff, fostering mutual growth. It balances traditional mentorship dynamics. Learn about the benefits of reverse mentorship.
10. What common mistakes do managers make when supervising Gen Z?
Over-generalizing Gen Z as entitled, ignoring their feedback, and neglecting personal growth opportunities are pitfalls that erode loyalty. Managers need to engage with Gen Z individually to understand their unique strengths. Check common mistakes when managing Gen Z.
About the Author
Violetta Bonenkamp, also known as MeanCEO, is an experienced startup founder with an impressive educational background including an MBA and four other higher education degrees. She has over 20 years of work experience across multiple countries, including 5 years as a solopreneur and serial entrepreneur. Throughout her startup experience she has applied for multiple startup grants at the EU level, in the Netherlands and Malta, and her startups received quite a few of those. She’s been living, studying and working in many countries around the globe and her extensive multicultural experience has influenced her immensely.
Violetta Bonenkamp's expertise in CAD sector, IP protection and blockchain
Violetta Bonenkamp is recognized as a multidisciplinary expert with significant achievements in the CAD sector, intellectual property (IP) protection, and blockchain technology.
CAD Sector:
- Violetta is the CEO and co-founder of CADChain, a deep tech startup focused on developing IP management software specifically for CAD (Computer-Aided Design) data. CADChain addresses the lack of industry standards for CAD data protection and sharing, using innovative technology to secure and manage design data.
- She has led the company since its inception in 2018, overseeing R&D, PR, and business development, and driving the creation of products for platforms such as Autodesk Inventor, Blender, and SolidWorks.
- Her leadership has been instrumental in scaling CADChain from a small team to a significant player in the deeptech space, with a diverse, international team.
IP Protection:
- Violetta has built deep expertise in intellectual property, combining academic training with practical startup experience. She has taken specialized courses in IP from institutions like WIPO and the EU IPO.
- She is known for sharing actionable strategies for startup IP protection, leveraging both legal and technological approaches, and has published guides and content on this topic for the entrepreneurial community.
- Her work at CADChain directly addresses the need for robust IP protection in the engineering and design industries, integrating cybersecurity and compliance measures to safeguard digital assets.
Blockchain:
- Violetta’s entry into the blockchain sector began with the founding of CADChain, which uses blockchain as a core technology for securing and managing CAD data.
- She holds several certifications in blockchain and has participated in major hackathons and policy forums, such as the OECD Global Blockchain Policy Forum.
- Her expertise extends to applying blockchain for IP management, ensuring data integrity, traceability, and secure sharing in the CAD industry.
Violetta is a true multiple specialist who has built expertise in Linguistics, Education, Business Management, Blockchain, Entrepreneurship, Intellectual Property, Game Design, AI, SEO, Digital Marketing, cyber security and zero code automations. Her extensive educational journey includes a Master of Arts in Linguistics and Education, an Advanced Master in Linguistics from Belgium (2006-2007), an MBA from Blekinge Institute of Technology in Sweden (2006-2008), and an Erasmus Mundus joint program European Master of Higher Education from universities in Norway, Finland, and Portugal (2009).
She is the founder of Fe/male Switch, a startup game that encourages women to enter STEM fields, and also leads CADChain, and multiple other projects like the Directory of 1,000 Startup Cities with a proprietary MeanCEO Index that ranks cities for female entrepreneurs. Violetta created the "gamepreneurship" methodology, which forms the scientific basis of her startup game. She also builds a lot of SEO tools for startups. Her achievements include being named one of the top 100 women in Europe by EU Startups in 2022 and being nominated for Impact Person of the year at the Dutch Blockchain Week. She is an author with Sifted and a speaker at different Universities. Recently she published a book on Startup Idea Validation the right way: from zero to first customers and beyond, launched a Directory of 1,500+ websites for startups to list themselves in order to gain traction and build backlinks and is building MELA AI to help local restaurants in Malta get more visibility online.
For the past several years Violetta has been living between the Netherlands and Malta, while also regularly traveling to different destinations around the globe, usually due to her entrepreneurial activities. This has led her to start writing about different locations and amenities from the POV of an entrepreneur. Here’s her recent article about the best hotels in Italy to work from.
About the Publication
Fe/male Switch is an innovative startup platform designed to empower women entrepreneurs through an immersive, game-like experience. Founded in 2020 during the pandemic "without any funding and without any code," this non-profit initiative has evolved into a comprehensive educational tool for aspiring female entrepreneurs.The platform was co-founded by Violetta Shishkina-Bonenkamp, who serves as CEO and one of the lead authors of the Startup News branch.
Mission and Purpose
Fe/male Switch Foundation was created to address the gender gap in the tech and entrepreneurship space. The platform aims to skill-up future female tech leaders and empower them to create resilient and innovative tech startups through what they call "gamepreneurship". By putting players in a virtual startup village where they must survive and thrive, the startup game allows women to test their entrepreneurial abilities without financial risk.
Key Features
The platform offers a unique blend of news, resources,learning, networking, and practical application within a supportive, female-focused environment:
- Skill Lab: Micro-modules covering essential startup skills
- Virtual Startup Building: Create or join startups and tackle real-world challenges
- AI Co-founder (PlayPal): Guides users through the startup process
- SANDBOX: A testing environment for idea validation before launch
- Wellness Integration: Virtual activities to balance work and self-care
- Marketplace: Buy or sell expert sessions and tutorials
Impact and Growth
Since its inception, Fe/male Switch has shown impressive growth:
- 5,000+ female entrepreneurs in the community
- 100+ startup tools built
- 5,000+ pieces of articles and news written
- 1,000 unique business ideas for women created
Partnerships
Fe/male Switch has formed strategic partnerships to enhance its offerings. In January 2022, it teamed up with global website builder Tilda to provide free access to website building tools and mentorship services for Fe/male Switch participants.
Recognition
Fe/male Switch has received media attention for its innovative approach to closing the gender gap in tech entrepreneurship. The platform has been featured in various publications highlighting its unique "play to learn and earn" model.