In a world that has been fundamentally altered by the COVID-19 pandemic and the rise of generative AI, the traditional leadership playbook is no longer sufficient. We’re not just navigating a new normal; we’re crafting a new paradigm of leadership—one that is human-centric, empathetic, and deeply rooted in emotional intelligence. In addition to this Generation Z, defined as people born between 1996 and 2010 whose identity has been shaped by the digital age, climate anxiety, a shifting financial landscape, and COVID-19 will form 30% of the workforce by 2030 [1].
This generation is cited as the most diverse generation of our time [2].
Deloitte’s Gen Z and Millennial survey is now in its 12th year and surveyed over 20,000 respondents across 44 countries – I think we can comfortably count it as one of the reliable sources of data in the field of trying to understand the broad characteristics and concerns of these generations in the workplace.
4 Key areas of concern overall
1. Mental well-being: A crisis in the making
Stress and anxiety are not just buzzwords; they’re the reality for today’s workforce. Burnout is not a myth; it’s a rising concern.
2. Harassment: The unspoken epidemic
Particularly alarming for Gen Zs, more than six in 10 have faced harassment or microaggressions at work in the past year. From inappropriate emails to unwanted jokes, the workplace is becoming a battleground. And let’s be clear: a staggering 80% reported these incidents, but the system is failing women, non-binary, and LGBT+ individuals.
3. Climate vs Finances: The balancing act
Gen Zs and millennials are not indifferent to climate change; they’re just financially constrained. They demand climate action from their employers but feel that many organizations have put sustainability on the back burner.
4. The side hustle economy
One job is no longer enough. The cost of living is skyrocketing, and saving is a dream. Nearly half of Gen Zs and 37% of millennials have taken on additional work. It’s not a choice; it’s a necessity.
What inspires this younger workforce?
- Work/Life balance;
- Living life on their own terms;
- Continuous learning;
- Willingness to reinvent; and
- Passion for work.
The Future of Work: What they need in order to thrive (one could argue what we all need!)
Work/life balance remains the top priority, followed by learning opportunities and pay.
Specifically:
- Career advancement in part-time roles;
- Four-day work weeks;
- More part-time and job-sharing options; and
- Flexible working hours.
Leading for legacy
Nearly a third of newly appointed S&P500 CEOs last year were younger than 50 years old with the average again being 54 (Financial Times). And it seems that Gen Z’s have a desire to step up and be leaders, more so than their millennial predecessors. So, if the future of your business will be in the hands of this generation – how can you ensure a smoother and more successful transition from the old guard to the new?
This is a sticky and testing topic for some leaders that I speak with – especially those who believe that their way is the best way.
Enter reverse mentoring …
What is reverse mentoring?
When a senior leader is mentored by a person from an under-represented background – by means of gender, age, ethnicity, disability to name a few, they become the novice and lean into their growth mindset to understand their biases and drive change when it comes to equity.
This isn’t a one-sided benefit for senior staff who get to learn about new technologies or the latest industry trends. It’s a mutually beneficial arrangement that can lead to increased employee engagement, a sense of empowerment and a more harmonious work environment that values diversity and inclusion.
Reverse mentoring requires a mindset shift for well-seasoned leaders. Acknowledging that they may not have all of the answers and with the external environment changing so much the need to lean into the views and expertise of the workforce is needed now more than ever.
We have established that Gen Z is a generation that brings a unique blend of digital acumen, social awareness and a quest for meaningful work. The more closely aligned their needs are, the more engaged they will be. Let’s delve deeper into the specific ways reverse mentoring can be a game-changer in retaining Gen Z talent.
The multifaceted benefits of reverse mentoring
Empowerment and leadership skills
One of the most significant ways reverse mentoring helps retain Gen Z talent is by empowering them. When younger employees are given the responsibility to mentor senior staff, it instils a sense of leadership and accountability. This empowerment is a strong motivator for Gen Z, who are eager to make an impact early in their careers.
Skill utilisation and job satisfaction
Gen Zs are digital natives, and they are often more comfortable with new technologies than their older counterparts. Reverse mentoring allows them to utilize these skills. Given the high-paced speed of how business and specifically marketing moves at present, this generation are more tapped into the networks which allow them to stay on top of trends and influence the business using this insight. Their ability to contribute not only increases their job satisfaction but also makes them feel like an integral part of the organization.
Fostering an inclusive culture
Gen Z values diversity and inclusion more than any previous generation, believing that workforce diversity is essential for innovation and growth. Reverse mentoring provides a platform for open dialogue about these issues, allowing for a more inclusive culture. 75% of Gen-Z consider a company’s diversity and inclusion commitment when deciding to apply for a job3 and when apparent inequities start to emerge this is cited as one of the top reasons for wanting to leave an organization.
Career development and networking
Being a mentor can significantly boost a Gen Z employee’s career. It provides internal recognition, enhances their resume, and can even lead to better opportunities within the organization. Additionally, it allows them to network with senior staff, providing them with valuable connections that can aid their career progression.
Enhancing emotional intelligence
Gen Z highly value emotional intelligence, both in themselves and in their leaders. The close working relationship established through reverse mentoring can help both parties develop better emotional intelligence, a key factor in job satisfaction and long-term career success.
Flexibility and adaptability
Reverse mentoring also teaches Gen Z and senior leaders the value of flexibility and adaptability, as they learn to mutually appreciate the different communication styles, work habits, and perspectives. This experience can be incredibly enriching for both parties, enabling adaptability from both sides and creating an environment where everyone can thrive.
So, if you are a Generation Z employee who is keen to have their voice heard and want to do so in a structured way, give reverse mentoring a try. Allowing your voice to be heard will lead to empowerment, utilizing your unique skills, fostering an inclusive environment, and aiding in your career development, helping to co-create a work environment that you will not only survive but thrive in.
REFERENCES
On the Cusp of Adulthood and Facing an Uncertain Future: What We Know About Gen Z So Far
Patrice Gordon is the founder of Eminere, in London, UK, which provides reverse mentoring and inclusive leadership programs, executive coaching and strategic business development. She is also author of Reverse Mentoring: Removing Barriers and Building Belonging in the Workplace.
