What Everyone Should Know About Managing Gen Z

Here’s how to get the best out of a generation with strikingly different expectations and motivations than any generation before it. 

Some of the emerging criticisms lobbed at Gen Z  — they’re non-resilient, extremely anxious,addicted to screens, perpetually stressed, and hyper-sensitive — are, in fact, supported by several studies, books, surveys and news reports, including Thrive Global’s own Thrive on Campus, which investigated the complicated reasons college students today are suffering thehighest rates of anxiety and depression in history — so much so their school’s mental health facilities can’t accommodate their needs. As Gen Z enters the workforce, employers are scrambling to address their mental health needs, which cost the global economy $1 trillion annually, according to the World Health Organization.

In fact, the quest to create a culture sensitive to their vulnerabilities so resonated with employers that a Wall Street Journal article on the topic, “The Most Anxious Generation Goes to Work,” went viral earlier this year. While there’s some truth to those less-than-flattering assessments, Viohl says that once she started employing Gen Zers, a far richer story took shape. “I’ve found that they take pride in their work, are eager to get it done right, and are self-starting and innovative,” she says, pointing to a business partnership one teenage employee created on her own to get fresh flowers delivered to the restaurant weekly. “We said, ‘If you can arrange that, go ahead and do it.’ And she did.”

“A couple of weeks ago, an employee of ours was working on a pitch for a beer brand. Every picture used to bring the deck to life was a white person. He called it out and we changed it,” said Fredda Hurwitz, Chief Strategy & Marketing Officer at RedPeg on her firsthand experience with how swiftly Gen Zers will call out a lack of representation.

To read the full story, head over to Thrive Global.