How to work with Gen Z minority woman employee

[Anonymous]

Anonymous wrote:This does not sound like a gen z / minority issue.

Sounds to me like this is a this-person-has-probably-never-had-a-real-job issue, perhaps along with a chemistry issue (you probably won’t ever like each other).

You say you have 30 years of experience—surely you can navigate such issues?

+2

I will say however, disregard for hierarchy is widespread with this group and I think they will go out of their way to show that.

[Anonymous]

I really was more interested in helping her and me be a better team than documenting issues. Coaching help for working with people like this to help them be a good employee and get along better in a hierarchical working environment while still giving them authority over their work. Was looking for resources on how best to talk to people that are more independent and headstrong like this who are subordinates.

[Anonymous]

Anonymous wrote:

Anonymous wrote:This does not sound like a gen z / minority issue.

Sounds to me like this is a this-person-has-probably-never-had-a-real-job issue, perhaps along with a chemistry issue (you probably won’t ever like each other).

You say you have 30 years of experience—surely you can navigate such issues?

+2

I will say however, disregard for hierarchy is widespread with this group and I think they will go out of their way to show that.

Exactly. My peers and I wanted to be amazing in the world as well, but we weren't as actively trying to undermine society as to add to it. We were women entering the workforce with men and understood we needed to prove our worth.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This does not sound like a gen z / minority issue.

Sounds to me like this is a this-person-has-probably-never-had-a-real-job issue, perhaps along with a chemistry issue (you probably won’t ever like each other).

You say you have 30 years of experience—surely you can navigate such issues?

+2

I will say however, disregard for hierarchy is widespread with this group and I think they will go out of their way to show that.

Exactly. My peers and I wanted to be amazing in the world as well, but we weren't as actively trying to undermine society as to add to it. We were women entering the workforce with men and understood we needed to prove our worth.

Some orgs don’t have a hierarchal structure. Sounds like a bad culture fit for this employee.

[Anonymous]

Is she considered a probationary employee for 60-90 days? Regardless, start documenting your interactions with her. Make sure that you are clear with your expectations and ALWAYS have discussions with her when she fails to meet them, then confirm the discussion in an email to her and bcc HR or your boss. Note how her behavior is affecting progress of tasks/goals and how it is affecting others. It's prudent to consider that this may be her "best behavior" and effort given that she is new, and that it could get even worse if there is not a substantial effort on everyone's part to make sure that she understands her role, is willing to perform it and at the level expected. Is she able to take constructive critique and make appropriate adjustments? If she is unable to do that after a reasonable time and effort, then she is probably not a good fit for the role and you will have documentation to support that conclusion.

[Anonymous]

As the supervisor, develop a set of clear expectations in writing and share with the entire team, so as not to look like you're singling her out. But on those expectations, include the things she has been doing that you want to change -- e.g., no phones during meetings, behaving professionally and appropriately in the office, channeling dissent through the right channels up instead of laterally, completing work in an independent and timely manner, etc. After you've set up this framework, tailor it to her individual expectations given her inexperience. Then track her progress against it and have 1:1 meetings.

She sounds like trouble. Sorry OP.

[Anonymous]

Anonymous wrote:I really was more interested in helping her and me be a better team than documenting issues. Coaching help for working with people like this to help them be a good employee and get along better in a hierarchical working environment while still giving them authority over their work. Was looking for resources on how best to talk to people that are more independent and headstrong like this who are subordinates.

Your intensions are good, but unfortunately, I think she will only be receptive to coaching and mentoring from her own demographic background.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I really was more interested in helping her and me be a better team than documenting issues. Coaching help for working with people like this to help them be a good employee and get along better in a hierarchical working environment while still giving them authority over their work. Was looking for resources on how best to talk to people that are more independent and headstrong like this who are subordinates.

Your intensions are good, but unfortunately, I think she will only be receptive to coaching and mentoring from her own demographic background.

Well that is not possible. Her minority is about 5% of America so she's going to have to figure out how to work with others.

[Anonymous]

Anonymous wrote:Is she considered a probationary employee for 60-90 days? Regardless, start documenting your interactions with her. Make sure that you are clear with your expectations and ALWAYS have discussions with her when she fails to meet them, then confirm the discussion in an email to her and bcc HR or your boss. Note how her behavior is affecting progress of tasks/goals and how it is affecting others. It's prudent to consider that this may be her "best behavior" and effort given that she is new, and that it could get even worse if there is not a substantial effort on everyone's part to make sure that she understands her role, is willing to perform it and at the level expected. Is she able to take constructive critique and make appropriate adjustments? If she is unable to do that after a reasonable time and effort, then she is probably not a good fit for the role and you will have documentation to support that conclusion.

Her work is fine. Typical of entry level. Nothing amazing but nothing bad either. I'm fine with her work as long as she can take minimal corrections.

[Anonymous]

Get rid of her ASAP.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This does not sound like a gen z / minority issue.

Sounds to me like this is a this-person-has-probably-never-had-a-real-job issue, perhaps along with a chemistry issue (you probably won’t ever like each other).

You say you have 30 years of experience—surely you can navigate such issues?

+2

I will say however, disregard for hierarchy is widespread with this group and I think they will go out of their way to show that.

Exactly. My peers and I wanted to be amazing in the world as well, but we weren't as actively trying to undermine society as to add to it. We were women entering the workforce with men and understood we needed to prove our worth.

Some orgs don’t have a hierarchal structure. Sounds like a bad culture fit for this employee.

Which ones? How is she going to own her own company someday and not have a hierarchical structure?

[Anonymous]

The entire company from the owner down is about five levels. It's not that hierarchical. It's just that a new employee is not going to decide how the office should look. They can design their own office space maybe.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This does not sound like a gen z / minority issue.

Sounds to me like this is a this-person-has-probably-never-had-a-real-job issue, perhaps along with a chemistry issue (you probably won’t ever like each other).

You say you have 30 years of experience—surely you can navigate such issues?

+2

I will say however, disregard for hierarchy is widespread with this group and I think they will go out of their way to show that.

Exactly. My peers and I wanted to be amazing in the world as well, but we weren't as actively trying to undermine society as to add to it. We were women entering the workforce with men and understood we needed to prove our worth.

Some orgs don’t have a hierarchal structure. Sounds like a bad culture fit for this employee.

Which ones? How is she going to own her own company someday and not have a hierarchical structure?

Procter & Gamble is a big corp known for being flat, but realistically a lot of startups and small businesses are pretty flat.
Doesn't mean there's no management per se

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This does not sound like a gen z / minority issue.

Sounds to me like this is a this-person-has-probably-never-had-a-real-job issue, perhaps along with a chemistry issue (you probably won’t ever like each other).

You say you have 30 years of experience—surely you can navigate such issues?

+2

I will say however, disregard for hierarchy is widespread with this group and I think they will go out of their way to show that.

Exactly. My peers and I wanted to be amazing in the world as well, but we weren't as actively trying to undermine society as to add to it. We were women entering the workforce with men and understood we needed to prove our worth.

Some orgs don’t have a hierarchal structure. Sounds like a bad culture fit for this employee.

Which ones? How is she going to own her own company someday and not have a hierarchical structure?

Procter & Gamble is a big corp known for being flat, but realistically a lot of startups and small businesses are pretty flat.
Doesn't mean there's no management per se

Exactly. All that means is that there aren't layers and layers of hierarchy and specific boxes of work to work within. Not that there is no hierarchy. The flat structure is meant to allow people to move around more. Not to usurp the business with their agenda.

[Anonymous]

I will try to act like we are in a completely flat organization and see how that goes.