Hey there,

Welcome to The Gen Z Manager’s Edge – the weekly newsletter that’s about to transform how you think about leading in today’s workplace.

I’m thrilled you’re here, because if you’re reading this, you’re already ahead of 90% of managers who are still trying to figure out why their old-school tactics aren’t working with their newest team members.

Here’s the uncomfortable truth: The management playbook that worked for Millennials, Gen X, and Boomers? It’s not just ineffective with Gen Z – it’s actually counterproductive.

The 3 Biggest Gen Z Management Myths (Debunked)

Let me guess – you’ve heard these “insights” about managing Gen Z:

Myth #1: “They’re lazy and entitled.”

Reality: They’re efficiency-obsessed and value-driven.

Gen Z doesn’t want to work harder; they want to work smarter. They question processes that don’t make sense because they’ve grown up in a world where everything can be optimized. When they ask, “Why do we do it this way?” they’re not being disrespectful – they’re trying to help you improve.

Myth #2: “They need constant praise and hand-holding.”

Reality: They crave meaningful feedback and clear direction.

Gen Z doesn’t want empty praise. They want to know how they’re performing, where they can improve, and how their work aligns with broader goals. The difference? They want this feedback in real-time, not during a quarterly review that feels irrelevant.

Myth #3: “They’re not loyal and will job-hop constantly.”

Reality: They’re selectively loyal to managers who invest in their growth.

Gen Z will absolutely stay with managers who provide clear development paths, meaningful work, and psychological safety. They leave bad managers, not good companies. Sound familiar? That’s because every generation does this – Gen Z is just more efficient at it.

Your Week 1 Action Item: The Curiosity Question

This week, I want you to ask each of your Gen Z team members this simple question:

“What’s one thing about how we work here that you wish we could change or improve?”

Why this works: - Shows you value their perspective - Identifies quick wins for team improvements - Demonstrates you’re open to feedback - Builds psychological safety

Pro tip: Don’t just ask and forget. Follow up on at least one suggestion within two weeks. This single action will set you apart from 95% of managers.

What’s Coming Next Week

In Issue #2, we’re diving deep into “The Feedback Revolution” – why traditional feedback methods fail with Gen Z and the simple framework that’s transforming manager-employee relationships across industries.

Plus, I’ll share the case study of how one manager increased team engagement by 40% in just 30 days using this approach.

Your Free Resource

🎁 Download: The Gen Z Communication Cheat Sheet

Because you’re a founding subscriber, I’m giving you free access to my “Gen Z Communication Cheat Sheet” – a quick reference guide with:

- 15 phrases that resonate with Gen Z employees

- 10 communication mistakes to avoid

- The 3-step formula for feedback that sticks →​

Quick Favor?

If this resonated with you, would you mind forwarding this email to a colleague who is also navigating the Gen Z management challenge? They can subscribe here.

Every Tuesday, I’m committed to giving you practical, research-backed strategies that you can implement immediately. No fluff, no theory – just what actually works.

Here’s to your management edge,

Dr. Colleen

P.S. Hit reply and let me know: What’s your biggest Gen Z management challenge right now? I read every response and use them to shape future issues.a friend

​​​​​​​