7 Tips to Create a Mentorship Program to Empower Gen Z Employees

7 Tips to Create a Mentorship Program to Empower Gen Z Employees

It seemed just yesterday when the talk was all about how millennials behave at work and how businesses can adapt to this generational shift. But now, the post-millennial generation is starting to take over the workforce. 

Generation Zers have their own character to bring to the table, which means you need to refine your approach when working with them. These are individuals born from 1997 onwards, meaning the oldest of the rising generation are 22 years old and the newest members to the workforce.

Gen Z is known to be the purpose-driven generation. Their passion and values appear evident not only in their purchasing habits but also in how they plan their career track and what they look for in their future employers. In fact, research shows that 60% of Gen Zers want to make an impact on the world in contrast to 39% of millennials.

With this, you need to create a workplace that drives meaning and fulfillment if you wish to attract and motivate Gen Z job seekers and employees. To start, develop a mentorship program to demonstrate what your company offers and nurture their talents and skills.

Check out this visual guide for mentorship program tips. This should bring both you and your Gen Z employees multiple benefits, career-wise and business-wise.

7 Tips to Create a Mentorship Program to Empower Gen Z Employees

Why is mentorship important for Generation Z? 

Now that your recruitment firm is beginning to hire top Gen Z talents, it’s time to welcome them in your company properly and train them to become model employees. By 2020, this generation is projected to make up 7% of the workforce. That should be a sign that you must develop a mentorship program tailored for them.

This post-millennial generation grew up with the internet at their fingertips. When they identify a problem, their resourcefulness leads them to the answer. When they fail to find what they’re looking for, they seek help from technology and the internet. Nevertheless, they won’t hesitate to ask people for details and solutions. As such, it’s vital that your training modules or decks are designed for and accessible on mobile devices, as expected.

This generation might not need in-depth training on technology. However, they may require support when it comes to developing their offline interpersonal communication skills. While they’re used to communicating and expressing their opinions online, it’s best to encourage face-to-face meetings and collaboration.

Gen Zers are adaptive and responsive—not just in social media apps—but also in work environments. They are brought up and honed by technology, but that doesn’t mean they no longer need guidance when it comes to their roles and responsibilities. They are quick and willing to take on new skills. Leave them to learn on their own—without a mentor to lead them—and you’ll find them unsatisfied with your company.

The highly educated Generation Z employees are full of energy, passion, potential, and ambitions. Mentorship programs not only help this generation of employees to put their foot in the door. It also helps organizations provide the best work environment, career growth, work culture, and overall experience that can help against ever-brewing retention issues.

In essence, they strongly believe they need help and direction from mentors who walk the talk. This means mentorship beyond reading brochures and slideshows. Gen Zers may be the youngest in the workplace, but they offer new perspectives and approaches that can shake up your company culture in a positive way.

What makes a good mentorship program? 

First off, you would need outstanding mentors who are highly knowledgeable and experienced in their field. During the learning program, it’s important to keep the Gen Z participants at the center, and challenge them to level with, or better yet, rise to expectations.

The learning program must allow mentors and mentees to get to know each other rather than dive straight into the program. This way, the Gen Z employees can shake their nerves off and have adequate time to adjust to their new environment and culture.

Constantly lurking behind Gen Zers suppresses their productivity and creativity. Excellent managers know this, and they know that coaching these newcomers empowers them and creates more opportunity for growth and success—both for Gen Z employees and businesses.

Remember that the purpose of the program is to familiarize Gen Zers with the ins and outs of the organization and workplace navigation. This should also help them cope with challenges professionally, build confidence, self-reliance, and encourage them to map out their career path in the company.

Ultimately, the program should communicate company values as well as their mission and vision. The mentors should be transparent in helping Gen Z understand how they fit in the organization and how their role and responsibility contributes to the company as a whole. It should help them adapt and work with purpose. This is how you can help them and your company thrive; this is how you can build a strong organization.

Help the workforce of tomorrow grow in your company

Developing a mentorship program slated for Generation Z workers has its challenges, but it isn’t hard to implement. You can ask your tenured staff, especially the millennials, to help serve as mentors for your Gen Z employees.

The fuss about the “new kids on the block” is the most inclusive and diverse generation by far. Having them on board can bring many benefits. You just need to help them find their place and purpose in the working world.

With the right guidance, mentorship, and leadership, you can keep your Gen Z workers on the right track and push them out of their comfort zone. Sooner or later, you’ll find your company packed with exceptional and young employees.

TJ Pestano