Top Tips for Mentoring Generation Z

Mentoring Generation Z, if you’re not Gen Z yourself, can be an exciting adventure. It’s important though to carefully consider some key factors along the way. In this article, you’ll discover some strategies for mentoring Gen Z with the most impact.

Who Are Generation Z?

Generation Z, or Gen Z for short, is the group of people who come after Millennials, also known as Generation Y. Gen Z refers to people born between 1995 and 2010. The “Z” sometimes gets changed to ‘Zoomer’, which is a play on the ‘Boomer’ parlance of the pre Generation X folks.

It’s fitting, as they’re the first generation that has grown up with the internet and social media ever-present in their lives. Technology has ‘zoomed’ forward throughout their lifetimes.

Gen Z is the first generation to grow up entirely in the digital age. They’re digital natives.

Characteristics of Gen Z

There are many ways to tell Gen Z apart without knowing the year they were born. They naturally have an inclination towards using digital tools such as smartphones and social media platforms for communication and information gathering.

Having been raised in a time of rapid technological progress, they’ve observed the emergence of social media, internet streaming and various other digital breakthroughs. They want to entertain and be entertained, making social media more of a time-filler and content consumption hub for them. They’re smart, tech-savvy, self-aware and connected deeply with their mental health. Here are more characteristics to bear in mind if you’re considering mentoring Gen Z:

• Pragmatic
• Content creators
• Self-expressive
• Socially conscious
• Diversity and inclusivity minded

Mentoring Gen Z: What To Consider

There are different types of mentoring styles. No mentoring style is – in and of itself – better than the others. But it is safe to say that traditional mentoring involving an older, more experienced colleague might not be the best choice for some Gen Z employees.

Traditional mentoring involves a power dynamic where the mentor holds more authority and uses communication techniques that may not resonate with some younger members of Generation Z. There are three modern mentoring styles that could be more effective with Generation Z. They are:

Reverse Mentoring

Reverse mentoring flips the traditional mentoring dynamic by giving younger colleagues the chance to mentor their senior counterparts. In this arrangement, the younger one can showcase the value of platforms like Instagram and Tik Tok and how to approach work in a different way. At the same time, they can learn valuable skills relating to career progression – from someone who’s been there longer than they have.
The result is a mutual exchange where both people benefit.

Group Mentoring

Group mentoring, A.K.A team mentoring is when a group or cohort of mentees are assigned to one or more mentors. In this setup, the team members usually have similar job roles and are at the same career level, while the mentor is at a different level. This allows the mentee to learn in a more comfortable and supportive environment and is one reason why they might find group mentoring more appealing.

Flash Mentoring

Flash mentorship is a way to get quick mentoring help. It comes in handy when you’re learning something new or trying to catch up with a new way of doing things. Job shadowing is a good example of flash mentoring. It’s most often used when time is short and there’s a lot to be learned, or when there’s no desire on either side for a longstanding mentor-mentee relationship. Flash mentoring sessions are quick and very high-impact and, usually, sporadic in nature with one set goal to be accomplished.

Tailoring Your Approach to Mentoring Gen Z

Every generation has what it prioritises and what it expects. You shouldn’t mentor them all in the same way. Here’s what you need to know about mentoring Gen Z.

Freedom

Gen Z employees want to have a choice in everything; they like knowing they have options; they don’t like being backed into a corner. When it comes to mentoring programmes, they want to take the lead and be in control of their own mentoring experience.

They want the freedom to choose their own mentors, whether they’re from their company or outside. They want mentors who they believe will help them grow professionally. What this means for you as a mentor is you have to understand the specific needs of your mentee. Gen Z employees are very independent. Play into that by encouraging them to do things that will challenge them. They’ll still expect to be held accountable within agreed upon goals.

Convenience

This age of technology is the age of convenience. Gen Z loves convenience and it must extend to their mentoring sessions as well. Having long one-on-one sessions that last for three or more hours hardly cuts it. Gen Z wants to easily access their mentors when they need to, how they want to, and from the device, they want to.

Transparency and Feedback

Gen Z values honesty and transparency so it’s important that you acknowledge their concerns and issues without any bias. When it comes to feedback, Gen Z prefers clear feedback that points out areas for improvement and of course, gives them actionable steps to make those improvements happen.

Having been raised in a time of instant communication, they anticipate timely replies. Provide feedback that is detailed, practical and encouraging. By emphasising their strengths and providing guidance on how to improve their skills, you can help them unlock their full potential and achieve their goals.

Authenticity

Gen Z appreciates mentors who are relatable and authentic. Be yourself and share personal experiences that resonate with them. Have light-hearted conversations with them and make them feel comfortable.

Mentors can establish a supportive and non-judgmental mentorship environment by relating to their mentees and bridging the generation gap. By disclosing their own setbacks, errors and acquired knowledge, mentors emphasise the notion that making mistakes is fine, as long as they learn from them.

Encourage Participation and Interaction

Generation Z are often thought to have a shorter attention span, but that’s not strictly true. If your mentoring is engaging, they’ll pay as much attention as any of the older generations. Different things may interest them than perhaps Gen X or Millennials, but they’ll listen if your sessions are more interactive and focused on their goals.

Motivate the exchange of ideas by creating an open and safe environment for communication. Request their feedback and suggestions, and offer chances for them to express their viewpoints and thoughts.

Continuous Learning

The younger generation values mentors who are open to learning and adjusting. It’s important to keep an open mind and learn from others, especially when it comes to topics like technology, social media, and emerging trends, as they may have valuable insights and knowledge to share. Adopt a mindset of growth and remain open to developing as a mentor.

Learn How to Mentor Gen Z

The key thing to remember, when all is said and done, about mentoring Gen Z is that they’re human beings like everyone else. They just may have slight preferences in the way things are communicated to them. As with all mentees though, they value your time and experience and the chance to improve themselves in a safe and comfortable environment.

If you’re ready to mentor Generation Z mentees, they’ll be waiting for you at Career Navig8r.

Find me my Gen Z mentee.