For employees who were used to working in an office full time before the pandemic, the return to office mandate has been challenging enough. But imagine if you’d never really worked in an office environment before and started your career as a remote employee. For members of Gen Z, the return to the office can be daunting and intimidating. And for managers, it can create a whole new set of issues that they may not be used to dealing with.
Gen Z values transparency and inclusion, so the best way for managers to help ease the transition back to the office is to listen, communicate clearly and show empathetic leadership. Here are a few other suggestions to help:
- Don’t assume everyone knows how to work in an office environment: Many Gen Zs and even younger Millennials may not have experienced office norms, structure and everyday interactions. Leaders shouldn’t assume that something that seems simple is understood. For example:
- Clarify the basics: Where do people eat lunch? Is there a dress code? Is there a noise policy? To help answer these questions, consider creating a return to office guide and placing additional reminders throughout the office.
- Explain logistics upfront: Although things like booking a meeting may seem like common sense, the reality is that for many younger employees, they have questions. Don’t assume that things you may think are obvious are second nature for them. Clarifying office etiquette and making sure young employees feel comfortable asking questions goes a long way.
- Lead by example: Make curiosity part of the office culture in a non-judgmental way. If managers openly model asking questions and learning something new, others will follow.
- Create a detailed resource hub: Whether it’s a quick-start guide, detailed FAQ, or resource for casual questions, clear communication can greatly reduce uncertainty and embarrassment.
- Show them the value of being in the office: If younger workers spend their days in Zoom meetings and in-office work mimics what they were doing at home, you can expect disengagement and even “task masking” (a term for looking busy without actually doing any meaningful work). Look for ways to make the in-office experience more meaningful, such as:
- Provide mentorship opportunities: Offer formal and informal mentorship programs that pair Gen Z employees with experienced team members for learning and skill building.
- Foster a collaborative environment: Structure some office time around collaborative projects that require face-to-face interaction and feedback.
- Provide visibility to leadership: Gen Z values access to leadership for career growth. Providing this kind of give-and-take helps break down traditional hierarchies and makes younger workers feel more comfortable and engaged.
- Explain the “why”: Always clearly explain the reason behind in-office requirements or initiatives. Gen Z needs to understand how their contribution impacts the organization’s mission. Clearly explaining the reasons behind decisions and their role within the organization can have a huge impact.
Returning to the office full time is a big change and younger workers in particular may feel stressed, overwhelmed and have a hard time navigating it all. However, leaders with the right mindset and strategy can help ease the transition and manage the challenges that come with it. Leah M Joppy and Associates can work with you to face these hurdles head-on. Learn more by calling us at 301-670-0051 or email us at leah@lmja.com.