Top 5 Challenges Managers Face with Gen Z…and how to support them to thrive at work

Across many organisations today, I hear the same feedback from apprenticeship leads, HR teams and line managers:

“Our young staff are brilliant — but they’re struggling with resilience, communication and confidence.”

They’re talented, creative and fast learners. Many come into the workplace with skills that organisations genuinely need. Yet they often find it hard to cope with feedback, speak up in meetings, manage stress or understand workplace expectations.

This isn’t because they don’t care.

And it’s not because they’re “too sensitive.”

It’s simply that no one has helped them build these skills yet.

The transition from school or college into employment is a huge emotional shift. It’s a new environment, a new identity and a new set of expectations. Many young people are trying to work all of this out on their own - while also trying to impress their employer.

As a result, both sides feel pressure:

• Managers feel unsure how to support them

• Young staff feel unsure how to cope

• Understanding these challenges is the first step to building a workplace where young people can thrive and contribute confidently.

Let’s explore the five biggest challenges organisations report — and what we can do about them.

🧠 1. Taking Feedback Personally

Many young employees experience feedback as a threat rather than support. When they’re given correction, they often become anxious, quiet, or defensive.

💡 Why this happens:

In school, most feedback is:

• private

• written

• directed at them as a learner

In the workplace, feedback is:

• verbal

• direct

• focused on performance and impact

  
  

It’s a big emotional jump. Without the right tools, feedback can feel like judgement rather than growth.

🛠 A supportive approach:

Using a simple framework can make feedback clearer and less emotional. You might try:

WIN:

W — What went well

I — Improvements

N — Next steps

This helps feedback feel like a path forward, not a personal criticism.

⚡ 2. Lower Tolerance for Stress and Uncertainty

Research shows that Gen Z are reporting higher levels of anxiety and burnout than previous generations. This isn’t a weakness — it’s a reflection of the world they’ve grown up in.

🌍 They’ve experienced:

• Disrupted education during key developmental years

• A mental health crisis that’s impacted their generation deeply

• Constant comparison through social media

• Ongoing worries about finances, climate, and job security

They’re arriving at work with less practice recovering from stress, not less potential to manage it.

🛠 A supportive approach:

Managers don’t need to “fix” stress — just create a culture where regulating emotions is normal. Simple tools such as grounding techniques, breathing resets, healthy breaks and “pause before reacting” strategies can make pressure manageable.

🗣 3. Uncertainty About How to Communicate With Authority

Many young adults simply haven’t been taught how to speak confidently with managers. Avoiding communication isn’t laziness — it’s anxiety or fear of “getting it wrong.”

💡 What they’ve rarely been taught:

• How to ask for help professionally

• How to say “I don’t understand”

• How to raise concerns respectfully

• How to receive feedback without shutting down

When we expect young employees to “just know” how to do this, we give them expectations without guidance.

🛠 A supportive approach:

Offer phrases they can borrow until they build confidence. For example:

• “I’m not confident with this yet. Could we go through it together once more?”

• “I’d like feedback on what to improve. What would you recommend I try next?”

Communication isn’t a personality trait — it’s a skill that grows with practice and reassurance.

🌱 4. A Strong Need for Purpose and Clarity

Gen Z care deeply about wellbeing, values and the impact of their work. They are motivated when they feel connected to what they’re doing — not just completing tasks.

💬 They want to understand:

• Why this task matters

• Who it helps

• How it fits into the bigger picture

This isn’t being “demanding.” It’s how they build meaning and motivation.

🛠 A supportive approach:

A simple explanation changes everything:

• “We’re doing this because it helps our clients get answers quicker.”

Purpose doesn’t require a big speech — just clarity.

📘 5. Confusion Around Workplace Expectations

Young people haven’t had as many chances to learn workplace norms through Saturday jobs, family experiences or community settings. So much learning that used to happen informally simply isn’t happening anymore.

💡 They genuinely not know:

• The right way to ask questions

• When it’s appropriate to speak up

• Break expectations

• What to do after a mistake

• How early or prepared they should be for meetings

When no one explains the rules, they’re left to guess — and they worry about guessing wrong.

🛠 A supportive approach:

Create a gentle, explicit induction that includes emotional expectations, not just tasks and policies. Think of it as a wellbeing and communication guide to working in your organisation.

🌟 The Real Message: These Are Skills, Not Problems

None of the issues above are personality flaws or unwillingness to work. They are skills gaps, and skills can be learned.

When organisations invest in young employees through coaching and resilience-building, we see:

✔ Better communication

✔ More proactive attitudes

✔ Improved confidence and wellbeing

✔ Reduced overwhelm and disengagement

✔ Stronger relationships with managers

✔ Higher retention and morale

Young adults thrive when they are supported as whole people, not just workers.

💼 Supporting Your Young Workforce Starts Here

I help organisations support young employees through:

🔹 1:1 or group workplace coaching

🔹 Training for managers working with Gen Z

🔹 Workshops on resilience, wellbeing and communication

These programmes are designed to empower young adults with practical, life-long skills they’ll carry into every job.

📩 If you’d like to explore support for your team, I’d love to talk.