We’ve heard it before: This incoming workforce is disconnected. They don’t pick up the phone. Their Slack messages are short. Their emails feel flat, impersonal, and dare I say, a little rude?

And as a manager caught in the middle of a generational divide, you often find yourself translating; helping more seasoned leaders understand their younger colleagues, and helping younger employees navigate expectations they were never taught.

But let’s stop the judgment for just a minute, and try to understand what’s actually behind it.

Trained to Type

Gen Z grew up in a world of edited, asynchronous communication. Text messages. DMs. Voice notes. Captions. What do they all have in common? Communication that can be typed, deleted, reworded, and polished before sending.

They’ve had years of practice crafting the perfect message. One that sounds just right., doesn’t offend, and feels “safe.”

So what happens when they’re asked to contribute on the spot in a team meeting, a brainstorming session, or a quick client call?

They may freeze, overthink, or default to silence.

Not because they’re disengaged, or have nothing to say. But because real-time conversations, without the chance to edit, are still outside their comfort zone.

It’s Not Rudeness, It’s Inexperience

In other words, it’s not a character flaw. It’s a skills gap.

This generation isn’t lazy or difficult. They’re unpracticed. And often, unsure how to jump in without feeling self-conscious.

And the best news? It’s coachable.

As their manager, you have the opportunity to build their confidence. Not just for their own growth, but to strengthen the team dynamic and (selfishly) lighten your own load. When younger employees can speak up and contribute more independently, it improves collaboration, reduces bottlenecks, and helps the whole team work more effectively.

Coaching Real-time Confidence

1. Teach “Step-In Statements”

Give your team simple, reliable phrases they can use when speaking off the cuff:

• “That’s a great point… can I add something?”
• “My first thought is…”
• “I’m still thinking through it, but here’s a starting idea…”
• “I liked what [colleague] said… that sparked a thought…”

These phrases act like training wheels. They make it easier to speak up without having to be polished or perfect.

2. Break the Ice, Build the Skill

Create space for casual, low-pressure practice. Start team meetings with a quick prompt like:

• “What’s one small win this week?”
• “What’s a recent tool or tip you’ve found useful?”

These moments help everyone build the muscle of jumping in, and make spontaneous communication feel safer and more normal.

3. Model It Yourself

One of the best ways to help Gen Z grow more comfortable speaking on the spot is to show them how it’s done, imperfectly.

Say things like:

• “I don’t have this fully figured out, but here’s where I’ll start.”
• “This might be messy, but I’ll talk it out and see what you think.”
• “Let’s explore this out loud together.”

When you model spontaneous thinking as a leader, you show your team that it’s okay to speak up, even when your thoughts aren’t perfectly polished.

Start the Shift

Gen Z doesn’t need to be “fixed.” They need to be coached.

When we understand their communication habits through the lens of experience and not judgment, we become better leaders.

So next time, instead of criticizing their quietness or drawing conclusions about their commitment, help them build the skills they haven’t had a chance to practice yet.

They’re eager to learn. They want to grow. And with a little guidance, they can become confident, collaborative contributors, on and off the keyboard.