Generation Z, born between 1997 and 2012, will make up about 30% of the U.S. workforce by 2030, according to the Bureau of Labor Statistics. Gen Z is also entering the workforce with a unique set of expectations, values, and behaviors that distinguish them from previous generations. Their approach to work is shaped by a desire for transparency, work-life balance, and alignment with personal values.

Gen Z is not afraid to question authority, challenge the status quo, and demand a workplace that meets their needs. For workplace mentors and managers, this means adopting a new approach to guide and support them effectively.

1. Embrace Directness and Encourage Open Dialogue

One of the defining characteristics of Gen Z is their direct communication style. They are unafraid to express their needs, set boundaries, and question leadership decisions. This directness should not be seen as a challenge but as an opportunity for mentors to engage in honest, transparent conversations. By creating an environment where Gen Z feels heard and valued, mentors can build trust and foster a strong mentor-mentee relationship.

2. Respect Priorities and Promote Work-life Balance

Gen Z prioritizes work-life balance, job satisfaction, and alignment with their personal values over traditional career advancement. They are less likely to sacrifice these priorities for the sake of a job. Mentors should recognize and respect these priorities by encouraging flexible work arrangements and helping mentees find roles that align with their values. By doing so, mentors can help retain Gen Z talent and keep them engaged in their work.

3. Acknowledge Awareness of Career Opportunities

With access to online salary data and a wide social media network, Gen Z is well-informed about their worth and opportunities available outside the organization. They are not afraid to explore other options if their current job does not meet their expectations. Mentors can help by being transparent about career growth opportunities within the organization and by offering guidance on how to achieve their professional goals. This will help mentees see the long-term value of staying with the company.

4. Be a Present and Active Mentor

To keep Gen Z engaged, mentors must be present and actively involved in their development. This generation values strong, supportive relationships with their mentors. Being available for regular check-ins, offering guidance, and providing constructive feedback will help Gen Z employees feel supported and valued. A proactive mentoring approach will also allow mentors to address any concerns before they escalate.

5. Initiate the Feedback Process

While Gen Z is direct in many ways, they may still be hesitant to articulate their professional development needs. Mentors should take the initiative to ask for feedback and offer it in return. By doing so, they create a safe space for open communication, allowing mentees to express their needs and concerns. This also helps mentors tailor their guidance to meet the specific needs of each individual.

6. Set Realistic Expectations and Provide Clear Instructions

Gen Z craves clarity in their roles. They want to know what is expected of them and how their success will be measured. Mentors should provide clear, realistic expectations and outline the steps needed to achieve them. This will help Gen Z employees feel more confident in their roles and reduce the anxiety that can come from ambiguity.

7. Be Prepared to Answer ‘Why’

Gen Z is known for questioning everything, including the reasoning behind workplace decisions. They want to understand the purpose and impact of their work. Mentors should be prepared to answer these questions thoughtfully and provide context for decisions. This approach not only satisfies their curiosity but also helps them see the bigger picture and understand the value of their contributions.

8. Help Them Find Meaning in Work

Finally, Gen Z wants to know that their work has meaning. They are driven by a desire to make a difference and contribute to something larger than themselves. Mentors can help by connecting their work to the organization’s mission and values, and by showing them how their contributions impact the company and the community.

Learning from Gen Z

When mentoring Gen Z, it’s important to recognize that this is a two-way street. Mentors can learn from Gen Z’s approach to work, particularly their focus on avoiding burnout, setting boundaries, and achieving a healthy work-life balance. By adopting some of these practices, mentors can improve their own work habits and set a positive example for their mentees.

Mentoring Generation Z requires a fresh approach that respects their unique values and priorities. By being present, initiating feedback, setting clear expectations, and helping them find meaning in their work, mentors can effectively guide this generation and help them thrive in the workplace. In return, mentors can learn valuable lessons about balance, boundaries, and the importance of meaningful work, creating a more fulfilling and productive work environment for everyone.

Author Bio

	Cailee Medina is Director, HR Operations, at The Bonadio Group. Cailee brings over twelve years of experience in change management, strategic business partnerships, recruiting, talent development, mergers and acquisitions, employee relations and compensation.
	Rachel Pasternak is University Recruiting Manager at The Bonadio Group. Rachel had worked for many years in higher education and event management before joining TBG in 2021. Rachel is responsible for hiring Interns and entry-level staff accountants.

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