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Gen Z, please talk to me: what management works and what does not? (lemmy.world)

submitted 1 year ago* (last edited 1 year ago) by [email protected] to c/[email protected]

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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.

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[–] [email protected] 11 points 1 year ago

They are probably leaving for more pay, better benefits, or a promotion of some kind. The only way you’ll know for certain is if you ask.

I'm going to second this. The best way to retain workers is to be pay the most in combined pay and benefits. work is transactional- it's always been transactional, really. Employees are starting to realize that, and are going to be job hopping more.

Work is inherently transactional. You pay employees for the work they do. They do work for the pay and whatever benefits get added to it. Ultimately, if people are leaving, its because they feel there's a better transaction to be made elsewhere. (and no. Donut Day and free coffee aren't 'benefits'... looking at you Clay.)

In any case, the way to retain individuals it ensure their pay and benefits keep pace with the demands of their current skill set. this means raises, increases in benefits and promotions. (Also, generally respect your employees, and stuff like that... but I'm assuming that's not really the problem.)