In today’s rapidly evolving professional landscape, unlocking the potential of emerging talent requires a nuanced understanding of their unique needs and evolving expectations. For Generation Z— those born from the mid-late 90s to the early 2010s —this means harnessing the power of mentorship and collaborative learning to drive both personal and organisational success.
By catering to their preferences for supportive work environments and collaborative spaces, organisations can foster an atmosphere where Gen Z thrive and contribute to organisational success.
Mentorship as a Catalyst for Growth
Gen Z has entered the workforce with a distinct set of expectations compared to previous generations. Growing up in a digital age characterised by a globalised society, rapid information exchange and social connectivity, this generation values not only technological advancement but also meaningful interpersonal connections. Mentorship, in this context, emerges as a pivotal element in their professional development.
In FDM’s 2024 Breaking generational stereotypes: Unlocking Gen Z’s workplace potential to redefine the future of work report it is noted that the majority of Gen Z (93.4%) place a high importance on ongoing learning and career development. This highlights why mentorship should not simply be about acquiring new skills, but about receiving structured guidance and continuous feedback to support them in their personal development and reach their ultimate career goals.
Unlike their predecessors, who may have seen mentorship as a passive opportunity to gain industry knowledge, Gen Z seeks active engagement and regular interaction with their mentors, going beyond traditional training to develop a singular skill. They expect their mentors to be approachable, supportive, and invested in their long-term success.
Organisations that recognise and respond to these expectations are well-positioned to unlock Gen Z’s potential. This cohort has so much to offer in terms of fresh perspectives, critical thinking and challenging the status quo, bringing huge business value, so it’s important to support them as part of a multigenerational workforce.
Structured mentorship programmes that provide clear goals, regular check-ins, and constructive feedback can significantly enhance job satisfaction and performance. Programmes like this not only facilitate skills development but also help in aligning individual career aspirations with organisational objectives, fostering a deeper commitment to both personal and collective success.
The Collaborative Workplace
Another defining characteristic of Gen Z is their preference for collaborative and interactive work environments. Unlike the more hierarchical and individualistic structures that may have prevailed in the past, Gen Z thrives in workplaces that prioritise teamwork, open communication, and social engagement.
This generation’s desire for collaboration is rooted in their formative experiences with technology and social media, where information and ideas are shared fluidly and instantly. Consequently, Gen Z employees are drawn to environments where they can build relationships, learn from peers, and contribute to a collective goal. They value workplaces that facilitate brainstorming sessions, team projects, and cross-departmental interactions.
To cater to these preferences, organisations should design workspaces and processes that foster collaboration. This could involve creating open office layouts, implementing collaborative tools and platforms, and encouraging a culture of shared knowledge and teamwork. By doing so, organisations not only enhance Gen Z’s job satisfaction but also benefit from the diverse perspectives and innovative solutions that arise from collaborative efforts.
Equipping for Progression
Investing in mentorship and collaborative learning is not just about meeting the expectations of Gen Z but also about driving company growth. Companies that prioritise these elements are likely to see higher levels of engagement and retention among their younger employees. According to Deloitte’s 2024 Gen Z and Millennial Survey: Living and working with purpose in a transforming world, 21 percent of Gen Z’s chose their organisation for the learning and development opportunities on offer. Additionally, in FDM’s Gen Z Report, it is noted that 80% of Gen Z would come into the office for collaboration, mentoring, and learning from others.
Mentorship programmes that offer clear pathways for skill advancement and career progression can significantly boost retention as Gen Z employees are more likely to stay with organisations that demonstrate a commitment to their development. These programmes can help bridge the gap between entry-level roles and leadership positions, providing Gen Z with a clear roadmap for advancement.
Building a Supportive Culture
Beyond the immediate benefits of enhanced engagement and retention, investing in mentorship and collaboration also helps in building a supportive workplace culture. For Gen Z, who place a high value on workplace wellbeing and inclusivity, such an environment is crucial for long-term job satisfaction and performance.
This type of company culture promotes open communication, mutual respect and continuous learning, signals to employees that their contributions are valued and that their growth is a priority. This type of environment not only attracts top talent but also fosters a sense of belonging and purpose, which can be a significant driver of productivity and innovation.
This in turn, leads to a more engaged workforce that is better equipped to drive operational excellence.
The Road Ahead
Unlocking the full potential of Gen Z requires a deliberate focus on mentorship and collaborative learning from employers, understanding and addressing their unique needs and expectations to create a supportive and dynamic work environment that fosters growth and drives success.
These strategies not only enhance individual development but also contribute to a more engaged and committed workforce, helping long-term talent retention while boosting overall business productivity – a win-win for staff and businesses.
As businesses navigate the complexities of the modern professional landscape, investing in these strategies will be key to harnessing the full potential of Gen Z and ensuring sustained organisational success.
Sheila Flavell
Sheila Flavell is the COO for FDM Group, and is passionate about digital skills and diversity. Sheila has over 31 years' experience in the global tech sector. She played an integral role in FDM's flotation on AIM in 2005 and was a key instigator of the management buy-out of the Group in 2010 and the subsequent listing onto the main FTSE Market in 2014. Sheila's knowledge of the sector has been crucial in driving FDM's global expansion programme, taking them into the FTSE250.
