Why Gen Z and Millennial Employees Are Moving Down the Corporate Ladder

Micromanaging might be deterring workers from advancing.

According to a report by Laura Ashley-Timms in FastCompany, some Gen Z and millennial employees are intentionally deprioritizing their career advancement in favor of achieving a better work-life balance.

For instance, TikToker @aaronflarin shared why he’s stepping down the corporate ladder, saying, "I just think it’s better for mental health." His video has been viewed 1.2 million times, and now, TikTok is filled with similar videos from others doing the same.

According to Deloitte, poor well-being is driving many Gen Z and millennial employees to consider cutting back their hours, even if it means fewer opportunities for skill development and promotion. This reluctance to climb the corporate ladder highlights a deeper issue in today's workplace: managers are struggling to engage and motivate these employees, who seek better well-being, purpose, and autonomy in their jobs.

Why Are Managers Having Trouble Engaging Gen Z and Millennial Employees?

Many managers ascend the ranks primarily due to their technical prowess rather than their aptitude in people management. Lacking adequate leadership training, they often resort to a directive style, dictating tasks instead of fostering guidance. This micromanagement tendency can hinder team members' growth, depriving them of opportunities to develop vital problem-solving skills necessary for career advancement.

Constant intervention by managers in providing solutions inadvertently robs their teams of the chance to think critically and innovate independently. This stifling of autonomy can leave younger workers, particularly Gen Z and millennials, feeling thwarted and disillusioned in their professional journey. Deloitte's research indicates a significant portion of this demographic feels disconnected and cynical about their job prospects due to such management practices.

To effectively engage and motivate teams, managers must possess contemporary leadership skills. Studies reveal that managers wield significant influence over employees' mental well-being, surpassing that of spouses, doctors, or therapists. Inadequate management breeds stress, burnout, and erodes confidence. To inspire Gen Z and millennial employees, managers must cultivate environments fostering autonomy, purpose, and inclusivity. Achieving this necessitates a paradigm shift in management methodologies.

Leadership Through Inquiry

To instill a profound sense of purpose in Gen Z and millennial employees, managers can embrace an enquiry-led leadership style. By incorporating impactful questions into daily interactions, managers can recognize the capabilities of their team members and tap into their talents, experiences, and insights. Purposeful questioning about problems not only engages employees' problem-solving abilities but also helps them develop prioritization skills, confidence in decision-making, and the initiative to tackle larger issues. Such questions leave employees feeling empowered and valued, fostering deeper trust and connection between them and their managers.

Operational coaching is another effective managerial approach. This technique involves using various types of questions to stimulate different forms of thinking tailored to the situation. Clarifying questions like "What's the crux of the issue?" help focus attention, while exploratory questions like "What would need to change?" encourage ideation. Shifting perspectives through questions like "What advice would you give to a colleague in your situation?" empowers employees to see challenges differently. Lastly, challenging questions like "What makes you think you can't do that?" help individuals overcome barriers, fostering personal growth and confidence.

Empowering Career Growth Through Effective Questioning

Mastering the art of asking insightful questions empowers young professionals to navigate their career paths with confidence. By fostering their decision-making abilities, managers provide purpose and clarity, alleviating stress, overwhelm, and disengagement in the workplace. When junior employees feel assured in their skills, they naturally aspire to progress and are more inclined to pursue career advancement opportunities.

On an organizational level, adopting a culture of inquiry fosters appreciation and growth. This approach prompts leaders, managers, and colleagues to pose better questions, fostering an environment where everyone is motivated to develop and contribute. Such a workplace culture not only encourages career advancement but also cultivates excitement and enthusiasm among employees.

At Burke Recruiting Inc., we recognize the shifting career dynamics for Gen Z and Millennial employees and are here to help navigate these changes. Our team, including experts Tina Burke and Surinder Kaila, are dedicated to understanding the evolving workplace trends and providing tailored solutions to support your career advancement or talent acquisition needs. For insightful guidance and support in today’s job market, visit Burke Recruiting Inc..