By addressing employee expectations and tailoring development accordingly, leaders can support the next generation as they make up more of the workforce.
By Cailee Medina and Rachel Pasternak
Generation Z workers—those born between 1997 and 2012—are entering the workforce and are projected to make up 31% of the labor force by 2035.
Getting to Know Generation Z
Gen Z is the first digital native generation. Never knowing a world without the internet, they have lived their entire lives fully connected. As a result, this generation is both self-reliant and highly collaborative. Gen Z is also the first truly global generation. Growing up with exposure to many different cultures, Gen Z greatly values diversity and strives to find their own unique identities. In addition, this emerging generation is more likely than previous generations to question established rules, norms, and authority. Gen Zers also prioritize mental health and self-care, taking care to establish and adhere to personal boundaries.
While this generation brings a lot of creativity, innovation, and strategic thinking to their roles, their fresh ideals around their careers and the workplace present new challenges for mentors in effectively managing this growing group of workers.
Tips for Mentoring Generation Z
- Be accessible. Accessibility is important to Gen Z workers. Young employees often look for “safe people” who can be their advocate as they begin their career journey. They want these mentors to be authentic, engaged, and readily available. As a result, it can be useful to have previous mentees serve as mentors for young professionals. For example, hires who were interns might be able to offer the most authentic mentorship experience for current interns or incoming hires.
- Set realistic expectations. Gen Z workers are pragmatic. They value direct communication, authenticity, and relevance. As a result, mentors should strive to provide Gen Z workers with clear instructions and measures of success. Goal-setting should be a starting point when beginning a new mentor/mentee relationship. These goals should be stored in a living document and regularly reviewed during scheduled check-ins.
- Prepare for tough questions. As previously mentioned, the next generation of workers is more likely to challenge norms and question rules and authority. Mentors must expect to be challenged and prepared to answer difficult questions and explain why things may be done in a certain way. However, mentors should also strive to remain open-minded and receptive to new ways of getting a job done. Collaboration and flexibility are key in mentoring Gen Z.
- Beef up employee benefits. Gen Z is not willing to compromise their priorities for their career. They strive for work-life balance, job satisfaction, and alignment of their job to their personal values. Many students entering the workforce will evaluate potential employers based on the organization’s role in the community and place high value on social justice issues like pay inequality, ethical practices, and the rent crisis. They want to know their work means something. As a result, employers and mentors may want to seriously evaluate their organization’s community impact and consider offering hybrid or remote work options as well as dedicated time off for mental health.
- Learn from mentees. Generations often strive to avoid making the same mistakes as the generations before them. For example, Gen Zers are taking care to avoid the burnout displayed by previous generations. Instead, these young professionals are setting boundaries with their time, technology, social interactions, and more. Through adhering to these boundaries, Gen Z is demonstrating their understating of self-care and prioritizing their well-being. Mentors may benefit from taking Gen Z’s cues to slow down, set boundaries and target balance.
Gen Z’s unique qualities and characteristics have the potential to revolutionize the workforce. However, these young professionals need support from their mentors to reach their full potential. Through learning about the unique traits of Gen Z and tailoring their mentorship approach accordingly, mentors can support the next generation of workers as they progress in their careers and make their impact on the world.
Cailee Medina is human resource business partner at The Bonadio Group. Rachel Pasternak is a recruiting specialist at The Bonadio Group.
