Here's a stat that might surprise you: 67% of Gen Z employees have quit a job within their first year. But here's what won't surprise you – most managers blame the employees.

"They're entitled." "They don't want to work." "They expect everything handed to them."

Sound familiar?

Here's the thing: I've spent the last 15 years studying workplace dynamics, and I can tell you with certainty that it's not a Gen Z problem. It's a management mismatch problem.

The Old Playbook Isn't Working

Remember when annual reviews were the gold standard? When "paying your dues" was an accepted career path? When feedback came in formal, structured sessions?

That playbook worked brilliantly... for previous generations.

But trying to manage Gen Z with Millennial strategies is like using a flip phone in a smartphone world. It technically works, but you're missing 90% of the capabilities.

What's Really Happening

Last week, I spoke with a VP at a Fortune 500 company who was frustrated because his Gen Z direct report kept asking "why" about established processes. His first instinct? "They're questioning my authority."

But here's what was actually happening: Gen Z processes information differently. They need context to perform their best work. That "why" isn't defiance – it's their brain asking for the framework to excel.

The Research Tells Us Everything

A recent Deloitte study revealed that 83% of Gen Z employees want continuous feedback, not annual reviews. They're not impatient – they're optimized for real-time improvement.

Meanwhile, 76% of managers are still using quarterly check-ins as their primary feedback mechanism.

See the disconnect?

Your Action Item This Week

Pick one Gen Z team member and try this: Instead of giving them a task, give them a task + the why behind it. Something like:

"I need you to update this report by Friday because the executive team uses this data to make budget decisions for Q4, and your analysis directly impacts whether we can expand the team next year."

Watch what happens to their engagement level.

What's Coming

Next week, I'm sharing the #1 communication mistake that's causing 90% of Gen Z turnover (hint: it's not what you think).

Until then, question this: What if the problem isn't that Gen Z is different, but that we haven't evolved our management approach to match their strengths?

Keep leading,

Dr. Colleen

P.S. I'm working on something special for managers who are ready to crack the Gen Z code. More details coming soon...