this post was submitted on 19 Sep 2023

290 points (92.2% liked)

Ask Lemmy

25225 readers

2571 users here now

A Fediverse community for open-ended, thought provoking questions

Rules: (interactive)

1) Be nice and; have fun

Doxxing, trolling, sealioning, racism, and toxicity are not welcomed in AskLemmy. Remember what your mother said: if you can't say something nice, don't say anything at all. In addition, the site-wide Lemmy.world terms of service also apply here. Please familiarize yourself with them

2) All posts must end with a '?'

This is sort of like Jeopardy. Please phrase all post titles in the form of a proper question ending with ?

3) No spam

Please do not flood the community with nonsense. Actual suspected spammers will be banned on site. No astroturfing.

4) NSFW is okay, within reason

Just remember to tag posts with either a content warning or a [NSFW] tag. Overtly sexual posts are not allowed, please direct them to either [email protected] or [email protected]. NSFW comments should be restricted to posts tagged [NSFW].

5) This is not a support community.

It is not a place for 'how do I?', type questions. If you have any questions regarding the site itself or would like to report a community, please direct them to Lemmy.world Support or email [email protected]. For other questions check our partnered communities list, or use the search function.

Reminder: The terms of service apply here too.

Partnered Communities:

Logo design credit goes to: tubbadu

founded 1 year ago

MODERATORS

290

Gen Z, please talk to me: what management works and what does not? (self.asklemmy)

submitted 9 months ago* (last edited 9 months ago) by RecursiveParadox to c/asklemmy

196 comments fedilink hide all child comments

I am an Xer who manages a small but crucial team at my workplace (in an EU country). I had a lady resign last week, and I have another who may be about to resign or I may have to let go due to low engagement. They are both Gen Z. Today it hit me: the five years I've been managing this department, the only people I've lost have been from Gen Z. Clearly I do not know how to manage Gen Z so that they are happy working here. What can I do? I want them to be as happy as my Millennial team members. One detail that might matter is that my team is spread over three European cities.

Happy to provide any clarification if anyone wants it.

Edit. Thanks for all the answers even if a few of them are difficult to hear (and a few were oddly angry?) This has been very helpful for me, much more so than it probably would have been at the Old Place.

Also the second lady I mentioned who might quit or I might have to let go? She quit the day after I posted this giving a week's notice yesterday. My team is fully supportive, but it's going to be a rough couple of months.

you are viewing a single comment's thread
view the rest of the comments

[–] [email protected] 34 points 9 months ago* (last edited 9 months ago) (1 children)

Try paying them better. It really is that simple.

Everyone's giving you long-winded answers, but this is the ultimate truth.

PAY MORE

[–] RecursiveParadox 7 points 9 months ago (1 children)

I did. I fought with my CEO for two months and got everyone in the department except me a massive raise, 15%-20%.

[–] grue 17 points 9 months ago (3 children)

15%-20%.

FYI, it's entirely possible that they've been undervalued so much even that's not enough.

[–] [email protected] 5 points 9 months ago

I would need a 70% raise to be at market average for my position. Needless to say I'm interviewing.

[–] [email protected] 4 points 9 months ago* (last edited 9 months ago) (1 children)

That's not all on the manager though, they're not the final decision maker. Op isn't to blame for that

[–] grue -5 points 9 months ago* (last edited 9 months ago) (1 children)

All layers of management are complicit. It is his choice to continue working there instead of resigning in protest, so he owns every decision he is directed to implement.

[–] [email protected] 3 points 9 months ago* (last edited 9 months ago) (1 children)

As long as he's implementing, perhaps. Raises are not always budgeted at the 1st line manager level. It may be beyond his control.

And quitting a job you don't agree with makes sense if you have other options, it's foolish otherwise. Keep trying to make change from within

[–] grue -1 points 9 months ago* (last edited 9 months ago) (1 children)

And quitting a job you don’t agree with makes sense if you have other options, it’s foolish otherwise. Keep trying to make change from within

"I was just following orders" does not absolve OP, or anybody else. You either quit in protest or you're a motherfucking class traitor.

[–] [email protected] 2 points 9 months ago

I barely want to continue this, but I think your view is that it's 1st line workers vs the 2%, the reality is the working class goes a few levels above that, and again you try to change the system from within, you don't resign and live in poverty

Also managers and Nazis are not the same

[–] [email protected] 3 points 9 months ago

True lmao. I know someone that was working under a project manager making $15/hr and whenever they got promoted to project manager they got a whopping THIRTEEN percent raise. Which sounds nice and all but it only ended up being like $2 more per hour lol

She is actively taking job interviews now