The new generations, particularly Generation Z, arrive with different values and expectations from their elders. They're looking for a job that matches their values. They want an environment where they can grow and help the company. For managers, understanding and responding to these aspirations is essential to boosting commitment and performance. Here are some concrete approaches to better support these young talents.

Creating a climate of trust and transparency

Transparency and trust are priorities for young employees, who aspire to honest working relationships and clear communication. The new generations expect regular exchanges in which the company's objectives, expectations and decisions are communicated to them. This requires open dialogue and a working environment that encourages autonomy.

To meet this need, managers can adopt practices such as :

• Use asynchronous communication: tools like Slack, well-structured emails, or recorded feedback keep teams aligned, even when telecommuting or working staggered hours. A concrete example: send a summary of the meeting at the end of the day for employees who were unable to attend.
• Give regular feedback: young talent wants to know where they stand and how they can improve. Plan dedicated times to assess their work and give them specific advice on what they can improve.
• Grant more autonomy: for example, by defining clear, precise objectives (weekly or monthly) and allowing flexibility in how they are achieved. This helps employees to manage their tasks in their own way, reinforcing their sense of responsibility.

By creating a transparent, flexible environment, managers give young employees the confidence to invest themselves fully and manage their time autonomously. As a result, they are more committed to their missions and gain greater peace of mind in their day-to-day work.

Promoting continuous development

Younger generations are looking for constant professional development. They prefer environments where they can learn and evolve regularly, without necessarily waiting for a promotion or a change of position. For these employees, the feeling of progress is essential to their job satisfaction.

To support this aspiration, managers must :

• Encourage continuous progress: adopt a culture of rapid, constructive feedback, combined with active listening, to immediately identify areas for improvement and successes for everyone. For example, after each project, take the time to review strengths and areas for improvement to ensure steady progress.
• Support a vision of continuous improvement: young talent is motivated by precise objectives and a clear course. Aligning employees with common objectives and adapting their missions to the team's priorities keeps them focused and involved over the long term.
• Organize regular development interviews: set formal times to discuss their progress, define concrete career paths and examine employees' professional aspirations. These conversations help young talent to adjust their projects and feel supported in their evolution.

Integrating continuous development at the heart of management helps to retain young talent and strengthen their commitment, by responding directly to their need for advancement.

Encouraging initiative

New generations want to be recognized for their contributions and seek to play an active role in the company. They value working environments that encourage initiative and where their ideas can be heard and acted upon. For managers, it is crucial to create an environment where everyone can freely express their ideas and take responsibility.

To achieve this, it is essential to :

• Delegate projects strategically: give young employees responsibility for certain projects or assignments. This strengthens their sense of accomplishment and motivates them to take the initiative.
• Listen to and value new ideas: create dedicated moments, such as brainstorming meetings, so that everyone can share their perspectives. By taking these suggestions on board, managers show their consideration for talent and foster trust.
• Reward initiative: highlighting individual and collective successes at meetings or on internal channels boosts motivation. For example, send a congratulatory message internally for a well-executed project. This fosters an atmosphere of recognition that encourages employees to take the initiative.

By creating this dynamic, managers support the motivation and sense of belonging of young talent, while boosting the overall effectiveness of the team.

Activate motivational levers

New generations are looking for meaning in their work. Meaning" is a subjective notion that varies from person to person, but it is essential for these young talents. They are looking for missions that have a positive impact and that correspond to their personal values.

To activate these motivational levers, it is important to :

• Clarify the company's vision and values: a manager who embodies the organization's values helps young talent feel connected to the collective mission.
• Aligning assignments with personal aspirations: by understanding each employee's motivations, managers can assign projects that resonate with their interests and values. This approach strengthens their commitment and promotes more satisfying work.
• Encourage introspection on their own goals: integrate moments of personal reflection into development interviews. This helps employees adjust their career paths so that their work reflects their deepest aspirations.

By adapting missions to the values and ambitions of each individual, managers create a positive environment. In this environment, each employee finds meaning in his or her work. This motivates them to contribute to the team's success.

Managing Generation Z requires a detailed understanding of their specific expectations and aspirations. Transparency, autonomy, development opportunities and recognition of initiative are the keys to creating a motivating and stimulating environment. By adopting these practices, managers facilitate the engagement of young talent, strengthening both their sense of belonging and their productivity.

To find out more about our practical training courses, explore our webinar on management strategies for Generation Z.