1. Embrace Open Dialogue.
When I reflect on how the workplace has evolved, one thing stands out—open communication. Back in 2007, when I started my career, being vocal about your expectations wasn’t encouraged. It was often seen as unprofessional. But now, I see it differently. Open dialogue is key to understanding if everyone’s expectations align. I remember interviewing a candidate who candidly said they didn’t want a role that involved frequent travel. That honesty made it clear the role wasn’t a fit, and we saved each other a lot of frustration. Today, I appreciate when people are upfront—it helps us build stronger, more transparent relationships.
2. Empower Younger Workers.
I’ve seen firsthand what empowerment can do. I once hired two young women who initially seemed unsure of themselves. They hesitated in our fast-paced environment, waiting for direction instead of taking initiative. At one point, I considered letting them go. Instead, I decided to try something different. I asked them to train a new hire, framing them as the best people for the job. That simple act of trust transformed them. They gained confidence, became self-starters, and one of them even earned a promotion to manager. It was a powerful reminder of the impact belief and responsibility can have.
3. Be Curious, Not Judgmental.
I’ve noticed that Gen Z brings a fresh focus on purpose and passion, which contrasts with my generation’s emphasis on stability. This shift challenged me to think differently. That’s why I created a junior advisory board composed of Gen Z employees to reverse-mentor me. Their insights have been invaluable, shaping how I approach decisions and lead my business. I’ve learned that curiosity is more effective than judgment—it keeps me open to new ideas and helps me stay connected to what drives this next generation.
4. Keep on Keeping On.
It’s true, there’s a divide in expectations between generations. But some principles stand the test of time—hard work is one of them. I’ve always believed in rolling up my sleeves and putting in the effort, whether it was as a gas station attendant or now as a founder. My motto is simple: get up early and stay late. That’s how I built my career from the ground up. While the tools and methods may change, the importance of results remains constant. Success is earned, and that hasn’t changed.
5. Make Use of Mentorship.
Mentorship has become more important than ever in today’s workplace, especially for Gen Z. Many of them started their careers working remotely, missing out on those formative “first day on the job” experiences. They crave guidance and connection, and I see mentorship as the bridge that can help close the generational gap. In my company, we emphasize this, not just because it benefits the mentees, but because it strengthens the entire team. Mentorship is about fostering growth on both sides.
6. Don’t Resent Their Desires.
Every generation brings its own set of expectations. When I look at Gen Z’s desire for flexibility, fast promotions, and positive feedback, I ask myself: wouldn’t I have wanted those things too if they were an option? As a working parent, flexibility could have dramatically improved my own life. While I still believe there’s no substitute for in-person meetings when building relationships, I’ve learned to adapt. We can honor the traditions that work while embracing the innovations that make work better for everyone.
By adopting these strategies, I’ve not only learned to work effectively with Gen Z but also to grow alongside them. They’ve pushed me to rethink old assumptions and embrace new ways of leading. It’s been an incredible journey, and I’m a better leader for it.
