Description
Gen Zs are entering adulthood with less experience in the labor market than previous generations. This is because, on a whole, they are growing up in more affluent circumstances that the previous generations didn’t. Gen Zs live in homes with higher per capita and discretionary income so they may not have to work to help the family.
Another reason is greater competition in getting into good colleges and so the summers are usually filled with extracurricular activities and summer courses. In the Asian context, this is certainly true as there is a huge mushrooming of these summer classes which teach everything from computer programming to arts to leadership and communication skills. Entry-level or summer jobs normally help teens understand the dynamics of work culture. Without an understanding of this, they may carry unrealistic expectations of an employer and become very quickly disillusioned of what a working life comprises, resulting in frequent churn and turnover.
Considering Gen Z as a generation will become the main stream cohort who will make up the workplace surpassing Boomers, Gen Xers, and Y’s – how does an Employer attract, retain and grow the inexperienced Gen Z.
In this episode – Learning – Organization Development and Coaching expert Eliza Quek talks the role and need for Coaching and Mentoring for the young Gen Z entering the workforce and how it becomes an effective tool to develop and retain them. She highlights the distinction between Coaching and Mentoring, what are some of the do’s and don’ts if you are a Boss and also as an incoming Gen Z. Examples of companies who have successfully implemented this including what is reverse mentoring and how does it work.
Great episode for managers in gaining insight in understanding how proper guidance, encouragement and support of a trusted and experienced Coach/mentor can provide Gen Z with a broad range of personal and professional benefits, which ultimately leads to improved performance in the workplace.
