In-house trainingLeading Gen Z

Leading Gen Z: Close the Gap Between Your Expectations and Theirs

Participants learn to set expectations clearly, give feedback often and motivate through growth and relationships. They leave with an expectations agreement template, a one-to-one structure and a check-in guide for each young team member.

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Leading Gen Z course cover
Key Outcomes
Set expectations in writing
e.g., response times, meeting etiquette and what "done" looks like
Give feedback early and often
e.g., a 10-minute weekly check-in instead of a yearly review
Build growth and mentoring into the job
e.g., one stretch task a quarter and a named mentor
Find out what drives each person
e.g., ask "What would make this job worth staying in?" instead of assuming

Why teams need this

Managers say young staff lack commitment, while young staff say nobody explains what is expected or coaches them. Deloitte's 2025 survey of 14,751 Gen Zs found about half want mentorship and teaching from their manager, yet only 36% say they get it. Unspoken expectations and little feedback leave both sides frustrated.

Evidence before stereotypes
A 2021 research summary found "no generational differences in job satisfaction" and said age, career stage and period are hard to separate from generation. The course treats Gen Z survey results as prompts to ask your own team, not as facts about every young employee.
Data to test against
Deloitte (23,482 respondents across 44 countries) reports work-life balance among Gen Z's top three reasons for choosing an employer. In Randstad's 2025 Malaysia survey (2,588 respondents), 50% of Gen Z named better relationships with colleagues and managers as their top motivator, and 56% named higher pay and benefits as their top demotivator.
The manager effect
Gallup reports managers account for "at least 70% of the variance in employee engagement scores across business units".
Group work and role-play
Teams write an expectations agreement for a first-year hire. Then they role-play a conversation with an employee who says "No one told me", practising setting the expectation without a lecture.

Exercises use your roles, working hours, communication channels and the issues your managers actually face.

HRDC/HRDF training that builds confidence and drives growth.

Tell us what your team is facing. We will come back with a plan built around it.

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