How many of you remember getting invited to sit down with your first mentor? I know I do. In fact, I remember it like it was yesterday.
I stepped into the grand hall of commerce, corporate, and city grit, and I begged to connect with the people in charge. I just wanted five minutes to sit across from a C-suite executive and garner insight and direction from a giant of industry. Well, I got it. And I have to say that moment and many others that followed were pivotal to every step of leadership I’ve ever taken.
Many of us have experienced the same thrill of entering the proverbial elevator of success, getting out on the penthouse floor, and speaking with our idols. But have you noticed that not many Gen Z employees are knocking down our doors to gain the same insight? Well, so have I, and I don’t necessarily see it as a bad thing.
Mentorship can be one of a company’s best assets. However, the rules have changed. Gone are the days when younger employees wanted to sit under seasoned managers. That hierarchical framework doesn’t work at all anymore. But before I give you the blueprint on how to create a top-level mentorship program that does attract Gen Z, let me take a moment and tell you why you should even care about catering to this generation.
Why Should You Care About Generation Z?
Well, let’s start with some basics. In five years, by 2030, Generation Z is projected to comprise 30% of the global workforce. According to the U.S. Department of Labor, in the last quarter of 2024, Gen Z workers made up a fifth (18%) of the labor force.
This statistic might not seem that powerful, but consider it in comparison to the number of Baby Boomers in the workplace right now. Only 12% of Baby Boomers are employed right now; and by 2035, most of them are expected to retire.
The reality is Gen Z isn’t going anywhere anytime soon. And companies that fail to create spaces that work best for this generation now will rapidly fall behind. Because, unlike previous generations, Gen Z is not opposed to leaving a job quickly if it doesn’t fit their values and mission. In fact, more than 50% would quit a job if it didn’t align well with their distinct principles.
What Should A Mentorship Program Look Like?
Now that you know the why, let’s look at the how. In this next section, I’ll give you three steps for creating a mentorship program that meets the needs of your Gen Z employees.
1) Make Reverse Mentorship The Norm At Work
For years, the idea of mentoring within the workplace was a hierarchical system. You had the top-level leaders who poured into the entry-level professionals.
Well, I’m sorry to say, but those days are long gone, especially for companies looking to create work environments where Gen Z employees can thrive.
You have to remember that Gen Z was raised to embrace lateral leadership. This is why reverse mentorship works best with this generation. After all, it allows them to share their talents and gifts with the team and feel like they’re contributing alongside everyone else.
For example, if you have a new Gen Z employee, you might pair them up with a seasoned Baby Boomer or Generation Xer. This way, they can both engage in conversation, share their questions with one another, and then map out a plan to fill in the gaps that each one is missing.
This can take the form of tech education, AI integration, productivity, and so on. The point is that both employees feel like they can contribute to one another and make each other and the company more successful.
2) Create A Program That Values Achieving A Work-Life Balance
According to a recent study by McKinsey, Generation Z is twice as likely (38%) to want to become a CEO compared to Gen X (18%). But that doesn’t mean they want to achieve their goals running on caffeine and exhaustion.
A healthy mentorship program is balanced. It’s not all work and no play. It’s organic and it works within the personality of the team and company. For instance, if you’re more formal, you can make it more formulaic. But in all honesty, it’s not about having your employees follow a direct schedule. A program that works well is one where mutual respect and learning are enabled. The point is that all people need to feel like they’re being heard. If that happens, then you’re succeeding.
So, feel free to figure out what works best for you and your business. You might want to create a hybrid model where employees of all generations can meet online and in person. Or, make your program fully remote or entirely in the office. There are no rules. The important thing is to figure out is how your employees connect best and then leverage that format for their success.
3) Take Time To Build Trust With Generation Z
According to a newer study by Gallup and The Walton Family Foundation, many members of Gen Z, especially within the US, have a very low level of trust in people in authority and societal institutions.
In fact, 62%, when it comes to where they invest their money, say that brands that communicate openness and vulnerability to their consumers have a greater chance of gaining Gen Z loyalty. The same can be said for the trust needed for mentorship. Trust is key if you want to serve your Gen Z employees.
And many times, for trust to build, it means dropping your guard and making the first move. When Generation Z can see your vulnerability and see you as human, it doesn’t lower your influence. If anything, it garners even greater respect.
Your Gen Z employees know that your life isn’t perfect. Now, that doesn’t mean you have the freedom to speak without boundaries. There still needs to be professionalism in the office. But it does mean you can mentor them over coffee in the workplace and not pretend to have all the answers.
Mentorship has changed since we first started in the workplace. But, as you can see, that’s not always a bad thing. In fact, Gen Z is redefining mentorship in the workplace for the better.