How to Meet Gen Z Expectations

How Tech Leaders Can Help the TikTok Generation The TikTok generation, primarily composed of Gen Z, has unique characteristics and preferences that tech leaders can leverage to support and engage them effectively. Here are several strategies: 1. Embrace Digital Natives' Strengths Gen Z grew up with technology and is highly adept at using digital tools. Tech leaders should: - Leverage their tech-savviness: Utilize their skills in social media, digital marketing, and content creation to enhance your organization's digital presence. - Implement intuitive tech interfaces: Ensure that workplace tools and systems are user-friendly and up-to-date to match the seamless experiences they expect from social media platforms. 2. Foster Authenticity and Transparency Gen Z values authenticity and transparency in their interactions and from their employers: - Promote open communication: Encourage a culture of honesty and openness. This can be achieved through regular feedback sessions. - Showcase company values: Align your company's mission with social and environmental causes that resonate 3. Provide Opportunities for Growth and Learning Continuous learning and development are crucial for Gen Z: - Offer lifelong learning opportunities**: Implement programs like "learning sprints" where employees can focus on personal development projects. - Mentorship programs: Pair Gen Z employees with experienced mentors to guide their career development and support. 4. Encourage Innovation and Creativity Gen Z thrives on creativity and innovation: - Support creative projects: Allow space for Gen Z employees to work on innovative projects and contribute new ideas. - Use collaborative tools: Implement tools that facilitate teamwork and creative collaboration. 5. Enhance Work-Life Balance Flexibility is key for Gen Z: - Flexible work arrangements: Offer remote work options and flexible hours to help them manage their commitments - Well-being initiatives: Implement programs that support mental health and personal well-being 6. Utilize Engaging Content Formats Gen Z prefers rich, interactive content: - Short-form video content: Use platforms like TikTok and Instagram Reels for internal communications and training materials to keep them engaged. - Interactive learning modules: Develop gamified learning experiences and interactive tutorials to make training more engaging. 7. Promote Social Responsibility Gen Z is socially conscious and expects their employers to be as well: - Corporate social responsibility (CSR): Engage in CSR activities and encourage employees to participate in volunteer work and social impact initiatives. - Sustainability efforts: Highlight your company's sustainability efforts and involve Gen Z employees in these initiatives. By understanding and catering to the unique preferences and strengths of the TikTok generation, tech leaders can create a supportive and engaging work environment that not only attracts but also retains Gen Z talent.

How to Talk Gen Z at Work (Without Sounding Like a Fossil) Because leadership isn’t about age—it’s about relevance. 🎧 1. Learn the Language (But Don’t Try Too Hard) Here’s the translation key. Use with care. “Rizz” = Charisma. Confidence. Game. “Ick” = Instant turn-off. Cringe behavior. “Pookie” = Term of endearment. Take it as a compliment. “Delulu” = Bold belief, even if it sounds wild. Often used playfully. “NPC” = Someone who just... exists. No agency, no story. “No cap” = I’m being real. This is the truth. “Mid” = Average. Meh. Not it. 🛑 Don’t fake it. Instead, recognize it.  Be curious, not performative. 🫶 2. Shift from Command to Collaboration Old style: “Do this because I said so.” Gen Z style: “Here’s the outcome—how do you want to approach it?” They crave agency. They want to be part of the solution, not just the task. 🪞 3. Model What You Want Gen Z has a bullshit detector built into their DNA. They don’t care what your title is if your vibe is off. So… Show, don’t preach. Own your mistakes. Be a real human. You’ll earn their respect faster than any résumé could. 👀 4. Translate Feedback Into Feeling Instead of: “This isn’t good enough.” Try: “Here’s what’s missing. Let’s work through it.” Instead of: “You need to show more initiative.” Try: “What would help you feel more confident leading this?” Feedback lands better when it’s a conversation—not a judgment. 🚀 5. Respect is a Two-Way Street Don’t write them off as lazy. They’re just done playing games that don’t make sense. Want their best work? Give them: A reason A voice A vision They’ll show up—hard. 🔁 Bottom Line [TL;DR] The slang might change, yet the need for  respect, agency, and connection is timeless. You don’t need to “speak Gen Z.” You need to speak human. -mike d out 🎤👋💥 ✌️

'I'd rather manage anyone else'—why Gen Z has become the least wanted generation in corporate America. As someone in Gen Z, this data is... interesting. ResumeTemplates surveyed 1,000+ managers. 68% say managing Gen Z feels like "raising children." The complaints are predictable: need constant reminders, require emotional reassurance, can't handle basic workplace norms. Here's the uncomfortable truth: they're not entirely wrong. But they're missing the bigger picture. We grew up with infinite feedback loops (likes, comments, streaks). We expect rapid iteration and transparent communication. Traditional managers interpret this as "needy" when it's actually how we're wired to perform at our highest level. What Gen Z actually wants (and why it drives results): - Frequent feedback cycles: Not annual reviews—weekly check-ins with clear metrics and course corrections - Transparent communication: Direct feedback without corporate fluff. Tell us exactly what success looks like and how we're tracking - Growth frameworks: Clear progression paths with specific skills to develop, not vague promises of "future opportunities" - Flexible systems: We optimize for output, not hours in a chair Practical tools that actually work: - Dextego: Soft skills training for sales teams that speaks our language—gamified, data-driven skill development - 15Five: Weekly check-ins that create the feedback loops we crave without overwhelming managers - Notion/Monday.com: Project management that gives us ownership and visibility into impact - BetterUp: 1:1 coaching that addresses the "emotional reassurance" gap with professional development The real opportunity here: For Gen Z: Stop waiting for permission. Learn the game, then change it. Every complaint in that survey is a skill you can develop in 30-90 days if you're intentional about it. For managers: The Gen Z employees who scale fastest get clear frameworks, frequent check-ins, and direct feedback. Treat us like the high-performance systems we are, not the corporate drones you're used to. For companies: The first organizations to crack the Gen Z code will dominate the next decade. We're not going anywhere—we're your future workforce, customers, and leaders. Most people will read this survey and complain. Smart companies will see it as a competitive advantage waiting to be captured. Your move.