I am an Xer who manages a small but crucial team at my workplace (in an EU country). I had a lady resign last week, and I have another who may be about to resign or I may have to let go due to low engagement. They are both Gen Z. Today it hit me: the five years I’ve been managing this department, the only people I’ve lost have been from Gen Z. Clearly I do not know how to manage Gen Z so that they are happy working here. What can I do? I want them to be as happy as my Millennial team members. One detail that might matter is that my team is spread over three European cities.

Happy to provide any clarification if anyone wants it.

Edit. Thanks for all the answers even if a few of them are difficult to hear (and a few were oddly angry?) This has been very helpful for me, much more so than it probably would have been at the Old Place.

Also the second lady I mentioned who might quit or I might have to let go? She quit the day after I posted this giving a week’s notice yesterday. My team is fully supportive, but it’s going to be a rough couple of months.

  • Kyrgizion@lemmy.world
    4·
    9 months ago

    My younger peeps seem to thrive on mentorship and coaching. If you don’t already do 1-on-1s (even just meeting every 2 weeks), I recommend starting.

    I theoretically have a 121 with my superior (who is over a decade younger than I am) every two weeks, but if it actually happens once every three months it’s a lot.

    The feedback from above is that people are supposed to “mentor each other”, not to seek mentorship from those above you in the hierarchy.

    The guy is honestly great so no resentment from my part at all, and neither are those his decisions to make.

    But some actual mentorship and coaching might possibly help me get rid of my 8-year long stint with imposter syndrome, feelings of inadequacy, low pay and total lack of internal mobility within my near-decade in the company.