3 Mistakes Leaders Make When Trying to ‘Relate’ to Young Employees
In an age when talent retention is as critical as innovation, leaders are under increasing pressure to engage their younger employees—not just manage them. But too often, well-meaning efforts to “relate” to Gen Z and Millennial employees fall flat, or worse, backfire entirely.
At the core of the disconnect? A misunderstanding of what young professionals actually want from their leaders.
The answer isn’t ping pong tables or TikTok references. It’s empathy.
Empathy, defined as the action of understanding, being aware of, and vicariously experiencing the feelings and perspectives of another, has become one of the most powerful yet underutilized tools in leadership. And when done right, it drives results. In fact, companies where managers show sincere interest in Millennials as people see an 8x improvement in agility and a 7x increase in innovation.
So what are the most common missteps leaders make—and what can you do instead?
Mistake #1: Thinking Relatability Means Being “Cool”
It’s tempting to try to relate to younger employees by mimicking their slang, referencing pop culture, or casually name-dropping social media trends. But this strategy can quickly feel disingenuous—and young employees can spot it a mile away.
Instead: Ask what energizes them.
As leadership researcher Marcus Buckingham explains in his book Love + Work, great leaders begin by asking questions like:
“What is it about what you do that you love?”
“When does time fly by for you?”
“What are you most looking forward to in your role?”
When leaders ask sincere, curiosity-driven questions about what makes someone come alive, they build trust—and open the door to better engagement.
Mistake #2: Substituting Grand Gestures for Consistent Connection
Leaders often think employee engagement means organizing big events or flashy initiatives. But for young employees, meaningful engagement is less about intensity—and more about consistency.
Buckingham puts it this way:
“Frequency trumps intensity. The best managers check in every week—15 minutes, two questions: What did you love last week? What did you hate? And what are you focused on this week? How can I help?”
52 conversations a year. That’s the framework.
Instead: Prioritize weekly check-ins.
At Generation Distinct, we’ve adopted this rhythm as a cultural value. These check-ins aren’t status updates—they’re moments to truly see, support, and guide each team member. And they’ve transformed our culture.
Mistake #3: Assuming Performance Is Separate from Personal Passion
Some leaders hesitate to talk about what their employees love outside of work—assuming it’s irrelevant to their performance. But ignoring those passions sends the message that employees must compartmentalize who they are to succeed.
Instead: See your employees as whole people.
Ask about their side projects, their weekend hobbies, their big dreams. Then, celebrate those things—even if they don’t directly tie to your bottom line.
At Generation Distinct, we train leaders to value the full humanity of their team members. Because when people feel seen, known, and genuinely valued, they show up more fully—and more powerfully—to the work that matters.
Action Step
This week, ask the young adults on your team:
“What is it about what you do that you love?”
“When does time fly by for you?”
“What do you look forward to in your day?”
Then—and this part is crucial—listen. Let their answers shape how you lead, how you develop them, and how you show that you care.
When leaders lead with empathy, they don’t just “relate” to young employees. They unlock their full potential.
Why Gen Z Craves More Than Just a Paycheck—And How to Deliver
In today’s labor market, retaining top talent isn’t just a human resources challenge—it’s a bottom-line imperative. Turnover costs companies millions every year in lost productivity, recruitment, and onboarding. And as Gen Z enters the workforce en masse, many employers are discovering that traditional retention tactics just aren’t cutting it.
This generation isn’t satisfied with a steady paycheck or a flashy job title. They want something more—growth, purpose, and a clear path forward.
Gen Z Wants a Future, Not Just a Job
According to Gallup, 87% of Millennials say professional development is important in a job—and that trend has only accelerated with Gen Z. A recent survey shows that 67% of Gen Z employees want to work at companies where they can learn new skills or advance their careers. They aren’t just asking, “What’s my role today?” They’re asking, “Where can I be in a year if I deliver results?”
This isn’t entitlement—it’s ambition. And it’s deeply tied to how Gen Z defines job satisfaction and loyalty.
In fact, when asked how long they believe one should stay in a role before advancing, nearly two-thirds of Gen Z employees say less than two years, with 25% saying less than 12 months is appropriate. They’re not waiting around to climb a corporate ladder with no rungs in sight.
Growth and Mentorship Are Your Secret Weapons
For companies looking to retain the next generation of talent, this isn’t a threat. It’s an opportunity.
Gen Z employees are hungry for mentorship, stretch assignments, and opportunities to develop. If you don't offer those pathways, they’ll simply find a company that will.
To engage and retain Gen Z, your employee retention strategy must prioritize two key pillars: growth and guidance.
Here’s how:
Map Career Paths: Help young employees visualize their future inside your organization. Identify potential roles they could grow into and the skills needed to get there.
Offer Practical Development: Think beyond online courses. Create hands-on learning environments—book clubs around leadership topics, project-based upskilling, or lunch-and-learns with senior leaders.
Foster Executive Access: Let young professionals shadow leadership meetings or participate in strategic discussions. This exposure fuels ambition and loyalty.
Mentor with Intention: Pair them with mentors who don’t just support their current tasks but invest in their long-term development.
This Isn’t a Perk—It’s a Strategy
When we treat mentorship and advancement as “nice-to-haves,” we miss the point. For Gen Z, they’re non-negotiables. These investments not only build loyalty—they build your future leadership pipeline.
Companies that create clear growth tracks and embed mentorship into their culture will be the ones that attract and retain the most driven, high-capacity young leaders. The ROI? Increased engagement, better performance, and a workforce that doesn’t just show up—but levels up.
Your Next Step
Take a close look at the young adults on your team. Where could they be one year from now? What roles could they grow into if equipped with the right skills, feedback, and mentorship?
Now ask yourself: What are you doing today to help them get there?
Next-Gen Retention: How Companies Can Unlock Massive Value by Investing in Their GenZ Employees
In boardrooms and break rooms across the globe, an invisible tension is mounting. Research shows that 60% of workers experience generational conflict, with 70% of older employees often dismissing the abilities of their younger counterparts. These divides aren’t just awkward—they’re expensive.
And yet, companies that understand how to bridge generational gaps consistently outperform those that don’t.
A recent global study revealed that 83% of business leaders believe multigenerational teams are essential for long-term growth and success. Meanwhile, Harvard Business Review found that highly inclusive environments can improve team performance by up to 30%. The contrast is stark: businesses that lean into generational diversity as a strength are pulling ahead—fast.
The Workforce Has Changed. Has Your Strategy?
With 75% of the global workforce soon to be made up of Millennials and Gen Z, companies no longer have the luxury of ignoring generational dynamics. These younger employees bring fresh ideas, bold ambition, and entrepreneurial energy—but they won’t stay where they feel unseen, unheard, or undervalued.
Gone are the days when employees were content to climb the corporate ladder one rung at a time. Today’s workforce is driven by purpose, flexibility, and impact.
84% of Gen Z plan to or are open to starting their own business
55% of Millennials and Gen Z already have a side hustle
For most Gen Z entrepreneurs, success means freedom: being their own boss (46%), setting their own schedule (43%), and protecting their work-life balance (42%)
For employers, this entrepreneurial drive can feel like a threat to retention. But what if it’s actually an opportunity?
Want Loyalty? Start with Empathy.
You've probably heard the saying, “They don’t care how much you know until they know how much you care.” For the next generation, we’d add: “They won’t care about your company’s purpose until they know you care about theirs.”
It’s no longer enough to offer a paycheck and a ping-pong table. If leaders want to attract and retain top Gen Z and Millennial talent, they need to show interest in who their employees are beyond the office.
In fact, 72% of Gen Z have either left or considered leaving a job because their employer didn’t offer flexible work options that support their side projects, passion initiatives, or personal goals.
This is not about diluting your company mission. It’s about building trust. Start with one simple, high-impact question:
“What do you really care about outside of work?”
That question, asked with genuine curiosity, does more than open a conversation—it opens a door to loyalty, creativity, and retention. When employees feel seen for who they are and what they value, they’re far more likely to invest in what you value.
The Bottom Line
The future of high-performing workplaces isn’t defined by rigid hierarchies or outdated retention models. It’s shaped by leaders who are willing to adapt—who listen, learn, and lead with empathy.
So here’s your action step: ask the question. What do your employees care about outside of work?
Their answers might just unlock the next level of your company’s growth.
THE FUTURE OF HIGH-PERFORMING WORKPLACES
Is your company ready?
Research shows that 60% of workers experience Generational conflict and 70% of older employees often dismiss the abilities of their younger counterparts.
The tension is real—workplaces are feeling the strain as different generations struggle to connect and collaborate.
Imagine this scenario: You’re leading a team meeting where sales have plummeted, and the pressure from your board is mounting. As you outline the critical goals necessary to keep the company afloat, you ask everyone to get on the phones that day, even those not in sales. Suddenly, your 23-year-old social media intern interrupts before the team rushes off to make calls.
They say, “What if I created a social media campaign I’ve been thinking about? I believe it could attract hundreds of new followers to our Instagram page. I just need you, the CEO, to step in front of the camera so I can create reels and drive sales through this platform. I really think we could generate more sales through social media than by sticking to our current methods, which clearly aren’t working.”
An awkward silence follows as everyone turns to you, awaiting your response.
Now, you need to figure out how to guide this ambitious intern with their big ideas.
What do you do?
As your team prepares to head out for the day, your second-in-command approaches you with a concern. A 25-year-old employee, whom you entrusted with their first big break as a Team Leader, is running late today. They’ve also been slow to respond to your late-night emails about the upcoming project sites. Just then, that young employee rushes into the warehouse, apologizing for their tardiness. They explain that their car wouldn’t start and they had to borrow their mother’s vehicle.
However, they also request a meeting to discuss a new innovation they believe will enhance team productivity. You can’t help but feel frustrated—after all, they were 10 minutes late to work and now they want to propose ideas for improving productivity?
Now you have to decide how to respond. What do you do?
Alternatively, you hear a knock on the door and invite the visitor in, recalling your commitment to an open-door policy from last week’s team meeting. It’s a 28-year-old employee, and this is the third time this week they’ve come to you with a request. They want permission to work from a hotel in Colorado on Friday so they can join their friends on a trip.
They assure you that they’ll accomplish just as much from there as they would in the office, but you’re feeling uncertain about granting this request.
So, what do you do?
When is the last time you had a moment like this?
Last month?
Last week?
Maybe even this morning before reading this article?
These are the questions we’re here to answer together.
Research shows that 60% of workers experience generational conflict,
70% of older employees often dismiss the abilities of their younger counterparts.
The Tension is real - Workplaces are feeling the strain as different generations struggle to connect and collaborate.
Yet, Companies that understand multi-generational workforces outperform those that don’t. The data points to a striking reality: the best-performing teams are those that successfully bridge these generational divides.
According to another study, 83% of global business leaders recognize tha multigenerational workforces are essential for growth and long-term success.
Research published in the Harvard Business Review underscores this, showing that a highly inclusive environment can improve team performance by up to 30%.
The contrast is undeniable. On one hand, generational tensions are eroding team dynamics. On the other, the most successful companies are those actively building strategies and tools to create unity across generational lines.
