Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
Gen Z employees are stepping into management positions and receiving mostly positive feedback from business leaders. However, there are still harsh criticisms related to several key management skills.
Survey data published by Resume Builder shows just 1 in 10 business leaders report having actually fired a Gen Z manager — with a majority citing the importance of additional training and mentorship programs that could benefit these emerging leaders.
The survey, which was conducted in May and included responses from 873 business leaders, shows that 80% of business leaders say Gen Zer’s were effective as leaders. But when asked what particular skills they believe Gen Z managers are ineffective at:
- 29% believe Gen Z managers are ineffective at conflict management,
- 21% believe they are ineffective at leadership,
- 20% believe they are ineffective at decision making,
- 18% believe they are ineffective at communication,
- 16% believe they are ineffective at delegation,
- 13% believe they are ineffective at adaption to change,
- 13% believe they are ineffective at collaboration,
Nearly half, or 48%, of business leaders said that Gen Z managers have faced negative consequences at work. This includes:
- Being placed on performance improvement plans – 50%
- Increased supervision – 49%
- Probation – 48%
- Meetings with senior management – 48%
- Demotion – 35%
- Termination – 35%
The primary reasons for these outcomes include inefficiency, poor communication skills, and a lack of leadership experience.
Interestingly, the survey reveals a divided perception of Gen Z’s capabilities. While 27% of business leaders regard Gen Z managers as less competent than older generations, 37% believe they are more competent, and 31% said they see no difference.
This split in perceptions between business leaders suggests leaders are taking an individual approach to Gen Z managers rather than blatantly generalizing across the generation.
Many Gen Z job seekers believe negative stereotypes surrounding their generation will adversely affect their job search or career advancement within the coming year.
Despite these critiques, there is also a clear recognition of Gen Z managers’ potential for professional growth, too. Many business leaders believe that structured development programs could significantly benefit these young managers. Proposed initiatives include leadership training (65%), professional development courses (57%), and communication skills workshops (52%).
