If you manage employees, you’ve probably noticed how different the workplace feels today. A recent survey by ResumeTemplates.com of 1,000 U.S. managers who supervise Gen Z employees highlights the growing tension between generations. Many managers say they feel more like parents or babysitters than supervisors, which says a lot about the frustrations some leaders are experiencing.
According to the report, 68% of managers say managing Gen Z feels like parenting, and 54% compare it to babysitting. More than half say their younger team members need frequent handholding, while others report struggles with following basic instructions. One in three managers even checks in with their Gen Z employees four or more times each day.
Teaching the Basics
One of the biggest themes in the survey is that many managers are spending time teaching fundamental workplace skills. In fact, nine out of ten say they’ve had to train their Gen Z employees in basic professional behaviors. The top lessons include:
- Accepting feedback without taking it personally (59%)
- Interacting appropriately with clients and coworkers (46%)
- Multitasking effectively (45%)
- Admitting mistakes professionally (42%)
- Dressing appropriately for work (36%)
Managers also report needing to remind younger employees to arrive on time, respond to messages, put away their phones, and clean up after themselves.
Understanding the Context
It’s important to remember that Gen Z’s entry into the workforce was unlike any generation before them. As Julia Toothacre, Chief Career Strategist at ResumeTemplates, points out, “Gen Z’s entry into the workforce looked really different because of the pandemic. Many missed out on in-person training and onboarding.”
That context matters. Many Gen Z employees began their careers working remotely or part-time, often without exposure to professional norms that older generations learned through observation. While some managers find this challenging, others see it as an opportunity to build stronger training programs and clearer expectations.
A Manager’s Perspective
Some of the survey’s open-ended responses reveal how frustrated managers can feel:
- “Sometimes I feel like we are at daycare.”
- “They act like I am their parent.”
- “Most of the time I feel like a babysitter.”
Those reactions make sense when managers are already stretched thin. When employees need constant supervision, it affects productivity and morale across the team. Toothacre suggests that better preparation and more structured onboarding could make a big difference, both for managers and for Gen Z employees trying to learn workplace expectations.
Finding a Better Approach
Every generation enters the workforce with unique strengths and blind spots. The key is to focus on communication, clear expectations, and consistent follow-through rather than frustration. Managers can model professionalism, provide regular feedback, and create an environment where questions are welcome, but accountability still matters.
Workplaces that offer mentorship, collaborative learning, and realistic onboarding programs can help bridge the gap between experience levels. Those investments pay off in stronger teams, better retention, and a culture built on understanding rather than blame.
Final Thoughts
While this survey sheds light on some real challenges, I think it’s important not to stereotype any generation. Workers of every age can be responsible, capable, and dedicated, or, on the other hand, difficult to manage. Labeling groups can prevent us from seeing the individual strengths people bring to the table. What this report does highlight is the frustrations many managers feel with this group in general, but effective leadership means meeting people where they are and helping them grow from there.
https://www.resumetemplates.com/7-in-10-managers-liken-supervising-gen-z-to-babysitting-or-parenting
