Throw your assumptions about Generation Z out the window. Employees born between the late 1990s and early 2000s might not have the same approach to work as more seasoned colleagues, but they have plenty to offer. If you manage Gen Z staff, here are a few ways you can develop good working relationships with them.

1. Check in and listen. You might think young employees want a flexible work schedule or Instagrammable workspaces, but these may not be their top priorities at all. Spend time talking with your employees to find out what they need, observe, and worry about.
2. Put aside your expectations. Gen Zers will sometimes challenge office norms—and that’s not always bad. For example, what if an employee sits on the floor during a Zoom call because she’s more comfortable there. Is she still productive and engaged? If the answer is yes, then it’s a good idea to accept the situation. Just because other workers are seated at desks doesn’t mean they are working harder.
3. Think of new working models. Consider alternative working arrangements that could be successful for both you and your team—and not just Gen Z staff. A parent might be ready to take on more projects once their child is in school. Another team member might want to avoid traveling. A Baby Boomer might want to scale back by working part-time. Freelancers or job sharing might be other ways to create a flexible team.

For more advice, read “Turning the ‘lazy and entitled’ Into Employee Rock Stars.”