Coaching Strategies for Gen Z

When an individual embarks on a career, it always helps to have coaching, mentoring, training, or guidance. Gen Z is no different. As the newest generation in the workforce, they have their characteristics and preferences. We will look at a few common trends that define Generation Z, after which we will explore strategies and specific coaching topics. Suppose you’re a business leader or manager with Gen Z-ers in your team or organisation. In that case, this article will provide ideas on their training and development to bring out their potential.

Gen Z is the newest generation to enter the workforce and will soon become a significant portion of it. According to some projections, Gen Z-ers may make up 25 to 30 percent of the global workforce by 2025. 

Members of Generation Z were born around 1997 to 2012. Therefore, they are around 13 to 28 years of age. Chances are you have worked with some of them in your department or organisation. 

It seems, from the outset, that they are a challenging group to work with. In surveys, companies and managers have reported them to be entitled, easily stressed, “snowflakes”, anti-social, unprofessional, and more. (These are general perceptions; we ought to keep in mind that each individual is different.)

Whatever you may think of them, Gen Z-ers will be the leaders and CEOs of the future. They will be running organisations and making decisions and policies. Today’s leaders and managers are in a position to guide and shape these young professionals and harness their potential.

Understanding Gen Z, in brief

To come up with insights to coach Gen Z effectively, we first need to understand some of their characteristics and motivations. Generally, they are known for their digital nativeness, entrepreneurial spirit, and desire for meaningful work. (For more detail, check out our article on understanding and managing Gen Z.)

In brief, here are some general characteristics to take note of:

1. Digital fluency: Gen Z-ers are described as digital natives because they never knew life without the internet. They are very comfortable with technology and social media and are always online.
2. Diversity and inclusion: they value equality and inclusivity, and are more accepting of different identities, cultures, and lifestyles.
3. Entrepreneurial spirit: they are driven by the pursuit of financial independence and may be more interested in freelance work or side hustles.
4. Mental health challenges: they have the highest prevalence of mental illness of any generation, and are anxious and depressed.
5. Global awareness: Gen Z-ers are interested in global issues and expect businesses to act ethically and contribute to society.

Coaching Gen Z for the workplace

Along with their unique characteristics and preferences, Gen Z employees will bring fresh perspectives to your organisation. Now that we have some basic knowledge of what defines Gen Z, let’s consider ideas and strategies for coaching them and bringing out their talent.

Keep to time

While they can spend more than six hours a day on their phones, Gen Z-ers are also known for their short attention span. You might have noticed your younger teammates fidgeting in meetings, checking their phones or zoning out. Remember that they were raised in an environment characterised by short-form content and instant gratification. They can get answers immediately online. All of this has impacted their attention spans and they may struggle to focus for extended periods.

So be punctual and keep to the allocated timeframe for coaching sessions to maintain Gen Z-ers’ attention. Find ways to communicate information concisely, for example, by simplifying more complex concepts into bulleted lists or key points. Consider using micro-learning modules to keep things short or interactive simulations to keep your young team members engaged.

Align with their values and goals

Gen Z employees want to know that their work is meaningful and contributes to a larger cause. Surveys have found that meaningful work is among the top three factors for Gen Z when taking a new job or quitting a current job.

However, your Gen Z employees’ vision, values, or career goals will probably differ from yours or your organisation’s. The first step is to clearly convey your organisation’s vision and mission, then consistently link an individual’s tasks or job scope to the larger organisational objective. More importantly, leaders can help their team members find purpose in their work. As leaders and managers, try taking the time to understand each member of your team, finding out what their goals and aspirations are. Once you have a deeper understanding, it’s easier to connect them with the team’s objectives or the organisation’s goals. You can also encourage your Gen Z teammates to take ownership of projects that are directly connected to their values, whether it’s through sustainability initiatives or community outreach. 

Leverage technology

As the first generation to grow up fully immersed in the digital world, Gen Z is highly proficient with technology and expects to use digital tools for communication and collaboration in the workplace. They could probably teach your older team members a thing or two in this area, so it might be a good idea to set aside the whiteboard, textbook, and traditional classroom setting.

Offer Gen Z employees the autonomy to use the tools they are most comfortable with. Consider using virtual coaching platforms, mobile apps, or project management software. Have gamified training modules that add a fun, competitive edge to learning. Incorporating technology-driven tools and learning methods will make things engaging and accessible while leveraging Gen Z’s tech skills.

Address unrealistic expectations

It can feel like employers and managers have to bend over backward to keep their Gen Z staff happy. Of course, it’s neither necessary nor practical to accommodate every request or demand from your employees, Gen Z or otherwise. Some Gen Z-ers may not grasp the reality of the modern workplace; they may have unrealistic expectations about salary, promotions, or remote work. (Having said that, we should point out that flexible working arrangements are a very important factor in career decisions for both Gen Z and millennials, ranking higher than compensation. Offering flexible or hybrid work options will give your organisation an edge in accessing more and higher quality talents.)

Leaders will have to coach team members to a point of mutual understanding. Help them understand that experience and attitude are important, even if they are very talented or are top students at their school. Show them how remuneration or bonuses are tied to their performance and outcomes, which may require them to put in extra hours. Let them know that customers and even colleagues may not always be nice to them, and teach them how to handle difficult people.  

Emphasize professionalism

In a recent survey of 966 business leaders, around one-fifth reported that their Gen Z hires lacked professionalism. Specifically, they were often late to work, late to meetings, handed in their work late, didn’t dress professionally, and did not use appropriate language at work.

Some of these issues can be addressed during their onboarding, during which HR or managers can provide specific examples of professional behaviour, including appropriate communication, attire, and etiquette. You can also offer business communications training, more advanced etiquette sessions or “dress for success” workshops or refreshers.

If you’re wondering why Gen Z-ers don’t already know such seemingly basic information, do consider their history and experiences. Many of them spent their formative years online due to the pandemic. They might have attended school or college through a screen, wearing pyjamas, having their cat on their lap, or their feet on their desk. They interacted with their peers or lecturers through devices. Perhaps no one ever told them they had to put on a jacket and speak and behave in a different way when they stepped into an office. They may not know that they shouldn’t play music loudly or call out across the room to a colleague. What we view as basic etiquette could be completely alien to Gen Z.

Building the next generation of top performers

We have listed only a few ideas for coaching your Gen Z employees. There are other areas to explore, such as adaptability, self-awareness, mentorship, mental health support, having a system of regular feedback and more. It can feel like a lot of work… you may have to change your coaching and managing style, get the hang of the latest technologies, handhold them, simplify concepts for them, and the list goes on. 

But isn’t all this part of what it means to be a good leader? If you’re the manager or leader, you need to take the initiative to change your approach for this generation. You work with what you’ve got and try to bring out the best in them. A good leader takes a genuine interest in his or her people and helps them reach their potential, for the benefit of the employee, the team, and the organisation.

If you’d like a little help with coaching your Gen Z employees, we would be happy to assist. As experienced coaches and psychologists, we can help bring out the best in your people and build them into high-performing teams. Get in touch with us.