“No patronage” workplaces could make Gen Z better at their jobs

But while critics say the fallout from a flatter corporate structure could be less mentoring and more stress from above, recruiting experts say it also has benefits. And one of them might be that Zoomers are getting better at their jobs.

Sophie O’Brien, a Gen Z recruiting expert and founder of recruitment agency Pollen Careers, told Business Insider that the role of a middle manager is to “effectively micro-manage juniors.”

“But in reality there is evidence to suggest that it is not productive and limits people’s learning potential,” she said. “The most effective team development is when people are given autonomy and the freedom to fail.”

O’Brien said new talent is often better equipped to identify problems with traditional ways of working in a company, which could help shake up the structure to make it more efficient.

She said not having a micromanager sorting through their work could benefit Gen Zers who don’t feel the need to be “spoon-fed.”

O’Brien said micromanagers can have a “negative impact” on Zoomers’ productivity, especially if it’s their first job.

“This can cause them to feel unmotivated, doubt or second-guess themselves, and disengage from their work,” she said. “Because if their ideas or work are constantly rehashed or dismissed, they will naturally lose interest in their role.”

Not having multiple layers of management will give Zoomers “more autonomy and flexibility,” O’Brien said, “and it can encourage empowerment, creativity and allow them to take full responsibility for their work “.

To do things well

Those skeptical of companies cutting middle management say it could mean junior employees won’t get the mentoring needed to move up the ranks.

But problems are only expected to arise with this change if companies don’t handle it properly, O’Brien said.

One way to ensure younger employees feel supported is to introduce mentoring programs, she said, as this will give them direct exposure to people from different teams with different levels of responsibility.

They should also be introduced to the management team, O’Brien added, so they have visibility within the company.

“This not only benefits younger employees, but also mentors,” she said.

“We are now in a working world where four generations can work together, and the generation gap has never been greater.”

Making room for more conversations between people at all levels “can lead to greater empathy, better understanding and better culture,” O’Brien said.

Reverse mentoring can also help bring an organization together, O’Brien said, by giving younger employees access to a variety of senior managers and leaders, so they aren’t stuck with a “terrible boss.”

Overall, it’s about “trial and error,” O’Brien said, and “making courageous decisions.”

“Simply making a change and adopting a growth mindset as a business can create positive change, even if it fails, because it shows that you want to do your best for them. people, that you will not stick to the status quo,” she said. said.

Debossing can impact anyone

While millennials are currently the most likely to be in the firing line, the big bust can happen to anyone. So this can be a red flag for those who are coasting, “soft quits” or simply don’t have the right job.

Catherine Rymsha, a visiting lecturer in management at the University of Massachusetts Lowell, told BI that removing middle managers “reduces the time and cost needed to develop them and transform them into effective leaders.”

Companies are cutting managers to “weed out underperforming talent,” Rymsha said, “while promoting the next generation of leaders to help both develop those people and keep an eye on the bottom line.”

According to Joe Camberato, CEO of fintech marketplace National Business Capital, it’s all about who brings value and who doesn’t.

“If you want to protect your job, don’t just focus on your title or job description,” he said. “Focus on what brings real value to your business, department or team, and go above and beyond to achieve it. »

Camberato said employees of all generations, from baby boomers to Gen Z, need to evolve, “especially as technology advances.”

“You have to embrace change and new technologies to continue to bring value to your company and your role,” he said. “If you don’t, you may find yourself out of a job.”


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