Gen Z in the Gen Z in the Workforce: How to Mentor and Onboard the Next Generation for Success
Why Gen Z in the Workforce Is Sparking Debate
Gen Z — those born between 1997 and 2012 — is entering the workforce in large numbers. Around the globe, conversations swirl about whether they’re “ready” for professional life. But maybe the real question is: Are we ready to welcome them?
In a recent interview that went viral, I shared my perspective: Gen Z doesn’t need “fixing.” They need mentorship, guidance, and a fair chance to thrive.
The Real Disadvantage Gen Z Faces
Unlike previous generations, Gen Z missed many traditional “training grounds” for workplace readiness. They didn’t grow up in environments that naturally taught dress codes, office politics, networking, and presentation skills.
Key factors shaping Gen Z’s experience:
COVID-19 disruptions: Lost graduation ceremonies, canceled internships, and virtual learning meant fewer in-person opportunities to develop professional skills.
Limited formal etiquette training: Most business etiquette courses are graduate-level, meaning undergraduates enter the workforce without this exposure.
Expecting them to instantly master professional norms without structured guidance is unrealistic.
How Onboarding Has Failed New Graduates
When I started my corporate career, companies often hired new graduates in cohorts — complete with mentors, social activities, and housing support. It created community, smoothed the student-to-employee transition, and gave young professionals the tools to succeed.
Over time, budget cuts and shifting priorities eliminated these programs. Today, too many new hires are left to sink or swim after a quick handbook review.
5 Practical Ways to Set Gen Z Up for Success
If your business hires Gen Z talent, here’s how to onboard and mentor them effectively:
1. Communicate Expectations Before Day One
Review dress code, hygiene requirements, work hours, time-off processes, and unspoken norms before they accept the offer.
2. Teach Company Culture Intentionally
Explain everything from meeting etiquette to “unwritten rules” like who sits where or how instant messaging is used.
3. Offer Real-World Workplace Guidance
Help them manage Zoom backgrounds, avoid mid-meeting distractions, and navigate professional boundaries in hybrid or remote settings.
4. Provide Ongoing Coaching and Feedback
One training, coaching or etiquette session isn’t enough. Schedule regular check-ins to reinforce expectations, answer questions, and correct course.
5. Stay Open to Their Ideas
Ask “Tell me more” when they challenge norms. Gen Z’s creativity, tech fluency, and innovative thinking can spark valuable improvements.
Why This Matters for Your Business
Rooting for Gen Z to fail is a losing strategy. They are the future of your workforce — and their success fuels your business success.
When we meet Gen Z with curiosity and support instead of criticism, we create:
Stronger, more adaptable teams
Healthier workplace cultures
Innovation that drives growth
Bottom Line:
Gen Z doesn’t need to be “fixed.” They need leaders who will mentor, guide, and invest in them. The more we help them succeed, the more we all win.
Call to Action:
If you’re ready to build a workplace that attracts and retains Gen Z talent, start by rethinking your onboarding and mentorship approach. Your future workforce will thank you.
