As employers have rolled out their
Resume Builder recently
Unfortunately, bullying is not a new issue, but Gen Z is more likely to voice their discontent and intolerance of these negative behaviors, says Julia Toothacre, resume and career strategist at Resume Builder.
"It wasn't too long ago that this was happening to millennials, so I think older generations will harp on younger generations regardless," she says. "We're just seeing Gen Z saying, 'I don't want to deal with this,' and they will leave at a much higher and quicker rate than millennials ever did."
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To both retain valuable talent and ensure a sense of safety in the workplace, Toothacre advises managers to pay close attention to the relationships among team members, as well as questions or comments that may indicate underlying issues. As many employers are bringing people back to the office with the goal of increased collaboration, managers should also observe their workers in these group settings to gauge whether any interactions are unhealthy or unprofessional, she says.
"When we're in meetings and some of these group situations, things happen, and we don't always acknowledge them," says Toothacre. "Somebody might say something or make a comment, or laugh at something — those are all little things that add up to somebody feeling not safe. As a manager, you have to have that extra layer of awareness to be able to call behavior out either as it's happening, or have a conversation later."
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Managers should also set aside time to check in with their people one-on-one if possible. Not only does establishing this level of rapport generate a good pulse on how people are feeling, but it can head off any ill feelings that might lead to conflict, Toothacre says.
"Especially if RTO is mandated, have conversations with your people to ask how they're doing — how they feel about it, what's the impact on their home life and work life — and allow them to share as much as they're willing to share," she says. "Say to your team, 'I know it's going to take some time to adapt; let's be conscious of that and be aware of each other, and if you're struggling, come to me.'"
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To help strengthen the relationships among coworkers of different generations, Toothacre suggests managers can consider establishing multigenerational partnerships within the company or on teams, giving Gen Z employees a more experienced connection whom they can reach out to as they make the return to, or initial transition into, the office. Not only does this establish an immediate bond between employees, but it highlights the positive aspects of all age groups and takes some of the weight off of the manager's shoulders as well, she says.
"Allowing [older employees] to be a mentor gives them a new thing to be responsible for, which is great in terms of professional growth," says Toothacre. "Pairing them with somebody who is younger, and is a newer professional as well, allows everybody to share their perspectives which is a wonderful idea for organizations. If done well, it would help with bullying and [inappropriate] comments, because now you've got people who can talk to and understand each other."
