Managing young talent isn’t just about patience, it’s about strategy.
A new ResumeTemplates survey reveals what many managers already feel:
- 68% say supervising Gen Z staff feels more like parenting,
- and 54% compare it to outright babysitting.
If that sounds familiar, particularly if Gen Z team members ask for frequent feedback or seem unsure about workplace norms, know that you are not alone. They entered the workforce amid pandemic disruptions, remote onboarding, and vast social change. That environment has shaped their expectations and their needs.
But here’s the flip side: this generation is engaged, curious, and value-driven.
Deloitte’s 2025 Gen Z & Millennial Survey (based on 23,000+ participants across 44 countries) shows that Gen Z is actively building a career on three pillars: money, meaning, and well-being.
- Nearly 9 in 10 say a sense of purpose is essential to job satisfaction and overall well-being.
- But only 6% identify reaching a leadership position as their primary career goal.
Gen Z isn’t just chasing a title, they’re chasing impact, balance, and growth.
And yes, they are embracing AI tools, but they also worry that rapid automation could leave their roles obsolete. That’s one reason more than 80% now believe soft skills like empathy, adaptability, and communication matter even more than tech savviness in this new work era.
What Small Businesses Should Do Differently
For smaller employers, this all presents a clear opportunity:
- Forget the “Gen Z is lazy” narrative. What are they really saying? “Teach me, guide me, challenge me.”
- Turn perception into action—offer structured mentorship, frequent check-ins, and real feedback loops.
- Be transparent about impact. Show early-career employees how their work connects to customers, community, and the big picture.
Fresh, Positive Strategies for SMB Leaders
| Need Gen Z Has | What Small Biz Owners Can Do |
| Purpose & values matter | Celebrate genuine wins, support community causes, share impact stories |
| Well-being is non-negotiable | Offer meaningful flexibility and mental health support policies |
| Career clarity beats corporate ladders | Offer skill-based paths, stretch assignments, and mentorship |
| Soft skills count | Provide coaching, feedback training, and human-centered development |
A Positive Note to End On
Yes, managing Gen Z can feel tiring with frequent check-ins, start-up energy, evolving expectations. But companies that learn to lead them well unlock novelty, loyalty, and fresh perspectives.
At Focus HR, we believe small businesses have the agility and the human touch to turn generational change into competitive advantage. If you’re wondering how to rethink onboarding, communication, or development for Gen Z, we’ve got your back.
Want to help your Gen Z team thrive while boosting engagement and retention? Let’s talk.
