With new generations entering the workforce and rising in the ranks in every industry, leaders may find themselves seeking an adjustment to their management and mentoring style. Gen Z and Millennials have their own ways of approaching work, which differ from those of the generations before them, and these characteristic personalities and unique perspectives, values, and expectations are reshaping the entire work landscape.
These digital natives and tech-savvy workers bring a new approach to collaboration, innovation, and work/life balance that older leaders may initially find unfamiliar. However, by approaching these generational cohorts with a rock-solid strategy, leaders can successfully mentor these employees and help them foster long, successful careers.
“Millennials and Gen Z employees are the future of today’s workplace,” Asim Hafeez, CEO of Empower Energy Solutions, wrote in HR.com magazine. “These generations are the ones who will take the reins from Gen X and Baby Boomer employees, furthering innovation and becoming leaders of the future. In fact, many of them are already surpassing their predecessors in terms of business success and leadership abilities.”
Gen Z and Millennial workers can range in age from 18 to 43. Although there is no one way to reach such a broad spectrum of employees, leaders can adopt specific strategies that will allow them to effectively mentor these generations, taking into account individuality, age, and experience.
The importance of mentorships
Mentoring is not just about training or imparting knowledge. It’s about building relationships and empowering employees to succeed in the workplace.
“The ultimate goal of a mentor — regardless of the age of the person they are mentoring might be — is to add value to their life in some way,” Hafeez said in HR.com. “Today’s Millennials and Gen Z employees are looking for more out of their work than just pay.”
Today’s Millennials and Gen Z workers are more demanding of empathy, transparency, and understanding from their employers. They seek balance in their work and home life and want to know that their leaders care about them as more than just a cog in the machine.
Three strategies for effective mentorships
1. Leverage technology with these digital natives
Gen Z is the first generation to be considered digital natives, meaning they were born into a world with the internet and advanced digital technology. They grew up knowing how to surf the web and use technology to make jobs more productive.
Millennials, for their part, have spent much of their lives using technology to their advantage. Leaders who want to best mentor these groups must leverage technology effectively in the workplace and become comfortable with technology that Gen Z and Millennials consider second nature, such as video conferencing and digital collaboration tools for meetings and asynchronous learning.
Leaders should also allow these groups to share their digital knowledge. Gen Z and Millennials want to feel like they are equal contributors in the workplace and organizations that can benefit from their digital native knowledge.
2. Clear objectives and regular feedback
Gen Z and Millenials, as groups, take a very different approach to their work. They are not employees who can be given tasks without context.
“These generations of employees are very interested in the ‘why’ behind actions,” Hafeez explained in HR.com, adding that leaders should mentor employees by giving them clear objectives, well-defined roles and responsibilities, and goals tailored to each employee. Additionally, when tasks are assigned, leaders should take the time to explain how the tasks will contribute to the overall organization’s goals.
Gen Z and Millennials also crave regular feedback about their performance, so leaders should provide regular “check-ins” and offer constructive feedback they can use to improve their job performance or further their careers.
“Millennials and Gen Z may feel more comfortable with their basic needs being met but may have concerns that their careers are meeting their emotional needs,” Hafeez said in HR.com. “They are seeking deeper fulfillment from their jobs and higher levels of personal satisfaction with the work that they do.” Through regular check-ins, leaders can assess whether these employees feel their needs are being met through their jobs.
3. Open communication and trust
Above all else, Gen Z and Millennials value sincere care from their leaders. “The best mentors add this value without expecting anything in return since they mentor others out of pure, genuine care. While mentors serve as excellent sounding boards and advice-givers for the younger generation of employees, care is the most important part of the mentor/mentee relationship,” Hafeez wrote in HR.com.
Care can be expressed by fostering an environment of open communication and trust-building with employees. Mentors should strive to create non-judgmental workplaces where people feel comfortable speaking their minds.
To achieve this, leaders should practice active listening and open dialogue without lectures or dominating conversations by sharing personal stories, insights, or even stories about their failures on the way to the top. This willingness to be open demonstrates vulnerability and builds trust.
The mentoring process shouldn’t end with younger generations, as it holds immense value in the workplace. However, the unique perspectives and experiences of Gen Z and Millennial employees require leaders to shift how they mentor to match the strengths and expectations of these groups.
“Mentoring employees is the process of issuing a challenge to them to become the people who know, deep down, they can be — the person we saw when they were hired,” Hafeez explained in HR.com.
By implementing the strategies discussed here, leaders can create a culture of effective mentoring and help Gen Z and Millennial employees reach their full potential.