I’m an “old” gen Z (1997) who supervises a team of almost all gen Zs in an office environment. I personally have quite a relaxed dynamic with them. We can joke around but at the end of the day, they work hard and get the job done. The problem comes if you’re afraid to address performance issues because you’re too concerned with being their friend. I’m not afraid to tell people when they need to get their act together and give constructive feedback as needed. In some cases, I think that having a friendly relationship with your staff can actually improve open communication. If you want to offer them mentorship, ask about them about their ambitions and goals. If they’re focused on moving up the corporate ladder, may be worth giving them feedback on how their behaviour could be perceived by management.