Gen Z Guide: How to Build a Strong Relationship with Your Manager Early in Your Career
Starting your first job—or even just a new role—can feel overwhelming. You want to prove yourself, learn quickly, and make an impact. But one of the most important factors for success is something many don’t focus on enough: building a great relationship with your manager.
According to ManpowerGroup’s Gen Z Report, young professionals often feel disconnected at work:
43% of Gen Z believe leaders need to be more effective at addressing their needs.
52% experience high levels of workplace stress daily.
Only 39% have a mentor or coach to help them navigate their careers.
This shows that many Gen Z workers struggle to connect with leadership and get the support they need. But here’s the good news: you can take action to bridge the gap and build a strong professional relationship with your manager—starting from day one.
1. Be Proactive in Understanding Expectations
One common challenge for Gen Z workers is unclear expectations. You might feel like your manager isn’t giving enough direction—but have you actively sought clarity?
How to Improve This:
Ask questions early—don’t wait until your first performance review to understand what success looks like.
Request a one-on-one meeting in your first week to discuss goals, priorities, and how your performance will be measured.
Use AI tools like ChatGPT to help structure your questions:
"What are the top five things I should clarify with my manager in my first 30 days?"
Why This Works: Managers appreciate employees who take ownership of their roles rather than waiting for guidance.
2. Show Initiative—But Don’t Overstep
Gen Z is known for being tech-savvy, innovative, and eager to contribute. But sometimes, enthusiasm can be misinterpreted as overconfidence or impatience.
How to Improve This:
Instead of suggesting big changes too early, first observe, learn, and ask for feedback on your ideas.
Offer to help on projects outside your job scope—this builds trust and showcases your potential.
Use AI to upskill quickly in areas where you feel less confident (e.g., LinkedIn Learning, Coursera).
Why This Works: Managers value employees who are problem-solvers—but also those who take time to understand company processes before trying to disrupt them.
3. Communicate the Way Your Manager Prefers
A big reason why manager-employee relationships fail is misaligned communication styles.
How to Improve This:
Observe how your manager communicates—Do they prefer emails, quick chats, or structured reports?
Ask them directly:
"How would you prefer me to update you on my progress—weekly reports, emails, or quick check-ins?"Adapt to their style rather than expecting them to adapt to yours.
Why This Works: Your manager is more likely to appreciate and engage with you if you make communication easy for them.
4. Seek Feedback Regularly
One major finding from the Gen Z Report is that young professionals crave more guidance and feedback—yet many don’t ask for it directly.
How to Improve This:
Request a monthly check-in to discuss your progress, challenges, and growth opportunities.
Don’t just ask generic questions like, “How am I doing?” Instead, try:
"What’s one thing I could improve this month to be more effective in my role?"If feedback is vague, use AI to reframe it into actionable steps:
"ChatGPT, how can I turn this feedback—‘You need to be more strategic’—into clear action items?"
Why This Works: Managers appreciate employees who take ownership of their development.
5. Manage Up—Help Your Manager Succeed
Many Gen Z workers don’t realize that their managers are under pressure too. If you can make their job easier, they’ll trust and value you more.
How to Improve This:
Be solution-oriented—If you bring a problem to your manager, always have a proposed solution.
Stay ahead by anticipating what your manager needs before they ask.
Track your accomplishments and report progress proactively—this shows accountability.
Why This Works: When you help your manager succeed, they’re more likely to support your career growth in return.
6. Set Boundaries While Remaining Flexible
While Gen Z prioritizes work-life balance, 70% still value job stability and structure. That means it’s important to set clear boundaries—but in a professional way.
How to Improve This:
If your manager expects you to be available 24/7, have an open discussion about work-life balance.
Phrase it positively:
"I want to make sure I’m at my most productive during work hours. Can we align on expectations for after-hours communication?"Use AI tools like Motion or Sunsama to manage time effectively and boost productivity.
Why This Works: Managers respect employees who prioritize efficiency and set clear, reasonable boundaries.
Final Thoughts: Build Trust Early for Long-Term Growth
A strong relationship with your manager is a career accelerator. By being proactive, adaptable, and consistently delivering value, you position yourself for mentorship, promotions, and greater opportunities.
Looking for a career move where leadership values your growth? Let ManpowerGroup connect you with top employers who prioritize talent development!