6 Steps to Optimize Gen Z’s Workplace Performance: A Leader’s Guide

As leaders increasingly manage teams with members from multiple generations, understanding what each generation uniquely brings to the table is more critical than ever. Australian company, Marlee, recently released the results of a 23-year-long study into generational differences, with particular emphasis on the attitudes and behaviors of Gen Z. This research offers invaluable insights for leaders seeking to optimize Gen Z’s workplace performance.

To set Gen Z up for success, leaders can integrate strategies that align the workplace’s evolving demands with Gen Z’s preference for stability. This means recognizing and valuing their unique perspectives on change while encouraging flexibility and resilience. Below, we explore specific methods leaders can use to cultivate a supportive workplace for Gen Z while still balancing the needs of the older generations.

Embrace Structure to Foster Confidence—Step One

Unlike older generations, who often thrive in environments that promote rapid change and innovation, Gen Z feels more at ease in structured, predictable settings. They’re less motivated by the promise of transformation and more by the stability that allows them to perform consistently and confidently. Marlee’s study revealed that 32% of Gen Z workers prefer maintaining the familiar rather than chasing change. Leaders can foster productivity by creating a reliable framework for Gen Z employees, offering them a sense of certainty and continuity even during organizational shifts.

Leadership Tip: Clearly communicate what will remain unchanged in the face of new developments. When introducing changes, emphasize what will stay consistent to help Gen Z employees feel grounded and supported.

Support Gradual Skill-Building Over Constant Reinvention—Step Two

While Millennials and Gen X employees often enjoy the challenge of acquiring new skills, Gen Z can feel overwhelmed by a continuous push for skill diversification. They’re not resistant to learning but benefit more from steady, achievable goals that gradually build confidence. Leaders can support this by guiding Gen Z toward structured skill development through online tutorials, peer mentoring, or in-person workshops.

Leadership Tip: Encourage Gen Z to approach skill-building in a self-paced manner. For instance, recommend specific YouTube tutorials or invite them to attend workshops with diverse teams where they can absorb new skills in a supportive environment. This gradual approach ensures they’re building skills without feeling rushed.

Communicate Change as a Necessity, Not Just an Exciting Vision—Step Three

Gen Z tends to approach change when it feels unavoidable rather than aspirational. They’re motivated by problem-solving and may not respond to visionary goals in the same way as other generations. If a change is framed as essential to solving a pressing issue, they are more likely to buy in and engage fully.

Leadership Tip: When implementing changes, leaders should emphasize the practical reasons behind the shift, highlighting how it resolves specific pain points or eliminates inefficiencies. Leaders can encourage Gen Z to feel like active problem-solvers rather than passive adapters by linking change to concrete outcomes.

Introduce Mentorships for Confidence in Change Management—Step Four

Gen Z employees often feel uncertain about approaching big-picture thinking, especially when change is involved. Having a mentor from an older generation, like a Gen X or Millennial, who is comfortable with change can provide the reassurance they need to navigate evolving workplace dynamics. A mentor can help Gen Zers break down complex changes into manageable steps, helping them confidently approach unfamiliar challenges.

Leadership Tip: Pair Gen Z employees with mentors who can model resilience and adaptability in the face of change. This relationship offers Gen Z employees a safe space to ask questions and learn from those who view change as an opportunity rather than a disruption. The shared guidance can help Gen Z build comfort with ambiguity over time.

Cultivate Resilience Through Scenario Planning—Step Five

Leaders can create a culture of brainstorming and scenario planning to help Gen Z build resilience. By engaging in discussions with teammates from older generations, Gen Zers can explore potential outcomes of new projects or workplace changes. This exercise helps reduce anxiety around uncertainty by allowing them to anticipate and visualize different scenarios before they arise.

Leadership Tip: Encourage Gen Z employees to collaborate on future plans with Baby Boomer and Gen X teammates. Their natural caution can be balanced by the excitement and optimism of their older counterparts, helping them gain a well-rounded perspective on upcoming changes.

Build a Culture of Stability and Incremental Innovation—Step Six

While Gen Z may not seek out innovation for its own sake, they value incremental improvements that don’t disrupt their workflow. Leaders can create a culture where change is introduced gradually, building stability while fostering a growth mindset. This approach lets Gen Zers appreciate the benefits of innovation without feeling overwhelmed.

Leadership Tip: Implement small, consistent improvements rather than sweeping overhauls. Allow Gen Z employees to adjust to these changes one step at a time, helping them integrate new processes or tools without disrupting their sense of stability.

With each generation carrying distinct strengths and expectations, leaders play a crucial role in bridging these perspectives. By balancing the need for stability with opportunities for incremental growth, leaders can cultivate an environment where Gen Z feels supported and empowered to take on future leadership roles. This approach optimizes performance across the team, harnessing each generation’s unique outlook to build a cohesive, resilient, and high-performing workplace.

Want to dive deeper into the results of Marlee’s ground-breaking study? Click here to download your copy of the report for FREE today!