"The key to driving further growth, she's decided, is training her managers in how to work with-even talk to-Gen Z. Speaking of her own and her managers' interactions with younger colleagues, and even some of her conversations with her children, ages 18 and 20, "it gives me some empathy," she says. "It also is mindboggling" to see how differently young people approach work."
""They want to know why, how, they want constant feedback." Adams said Cohesity has had to teach the managers how to lead this generation of workers, while also teaching some seemingly "basic things" to younger workers, like "how do I manage my calendar? You actually have to accept the meeting request. You can't just walk out of the meeting that you're in because you have another one while it's still going on.""
Cohesity, a data protection startup with more than $1.5 billion in revenue and nearly 6,000 employees, is prioritizing manager training to engage Gen Z. Gen Z workers tend not to accept directions at face value and want to know why and how, plus frequent feedback. Managers must adapt leadership approaches while also teaching younger employees basic workplace skills such as calendar management and meeting etiquette. Examples include accepting meeting requests, avoiding leaving meetings early for other commitments, and clarifying expectations for invitations and boundaries. Differences in norms around boundaries and oversharing require mutual training so managers set clear terms and younger workers learn professional expectations.
Read at Fortune
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