Generation Z is getting older. More are hitting the job market and starting their careers. However, recent data indicates a significant disconnect between Gen Z men entering the workforce and employers.
While the national unemployment rate is 4.4%, it varies for specific groups of people. The unemployment rate for young Gen Z men ages 19–24 is around 9%, almost twice the national average.
There are several reasons behind this gap, and employers need to take specific actions to bridge it. A struggling youth workforce hinders overall economic prosperity and innovation. Companies risk losing ambitious, capable Gen Z talent who seek meaningful work and clear progression.
Understand Where They Come From
It’s important to understand the environment Gen Z was raised in. This is the first generation whose members fully embraced technology for the majority of their lives. The cell phone provides instant gratification, allowing people to move from one thing to the next. In some ways, that behavior translates to their career. They’re less likely to stick it out with a company they don’t like and more likely to hop to the next job.
Additionally, Gen Z experienced a completely different family structure. Single-parent households are going up. Gen Z-ers are products of nontraditional family structures more than ever before in history. Many of the feelings these circumstances foster are brought into the workplace, often limiting Gen Z-ers’ potential. The heightened independence and lack of consistent mentoring cause struggles with trust, authority and communication.
In corporate America, the biggest complaint Gen Z-ers have is that they aren’t being heard or understood. Employers who recognize these dynamics and respond with clear expectations, consistent coaching and empathetic leadership are far more likely to unlock Gen Z-ers’ potential rather than unintentionally limit it.
Embrace New Communication Methods
Gen Z-ers have a certain way of communicating. They’re not as quick as older generations to pick up the phone and call. They prefer things to be done digitally through text messaging and apps, or even a video call. Managers must do their part to meet them where they are.
Slack is a popular platform that Gen Z-ers enjoy. It’s like Instagram but for a company. It allows individuals to send messages quickly and efficiently within groups, between departments or directly to a single person.
It’s important to prioritize authentic, transparent and direct messaging, offering frequent feedback. Gen Z-ers tend to prefer straightforward, precise communication rather than excessive jargon or overly formal language. Apps like Slack enable Gen Z-ers to show a bit of authentic personality while also staying professional.
Invest in Gen Z
Traditionally, employers think of employee investment as 401K contributions, fun things for staff and social events. However, because of the environment in which Gen Z-ers were raised, they require more support.
Due to Gen Z-ers being raised in the digital age and new family structures, they often need extra help integrating into the workplace. Employers have a responsibility to provide for new employees — not just through 401K contributions and social events, but solid coaching and therapy. Gen Z-ers have certain expectations from employers. If their well-being isn’t being invested in, they’ll move on to the next job.
Hiring a coach is essential. Utilizing an outsider who enables employees to be transparent and vulnerable goes a long way. Due to the unique nature of Gen Z-ers’ upbringing, coaching on behavior and communication is pivotal.
It’s best to hire a coach who has worked with companies and teams, not just individuals, to help integrate them into the workforce. An individual’s career is only as good as they are. If employers don’t bridge the gap to properly coach Gen Z-ers and properly integrate them into the workforce, society is going to be hit with a generation of people who struggle to function in the workplace. It’s going to hurt economic viability and keep our job market from thriving.
Behavior-focused business coaches can be found on LinkedIn. However, it’s a good idea to ask around instead, asking other business leaders what coaches they recommend and getting a referral.
Gen Z offers a lot of hardworking, creative talent. However, this is a generation that’s completely different from others. Coaching Gen Z-ers, listening and matching their communication methods is what’s going to bridge the gap and make for a healthier, more inclusive workforce where everybody thrives.
Andrew Kolikoff is a keynote speaker and the owner of Kolikoff & Company, specializing in leadership and executive coaching for employers.
