Brent Daub is a senior founding partner of Gilson Daub, a workers’ compensation, subrogation, longshore and general liability law firm.
Gen Z (which consists of the nearly 70 million individuals born between 1997 and 2012) are entering the U.S. workforce in high numbers. These individuals encompass today’s high schoolers, college students and most people in their 20s. According to the U.S. Department of Labor, Gen Z has already surpassed Baby Boomers by current accounting for about 18% of the U.S. labor force, and it is projected that, by 2030, Gen Z will make up 30% of the workforce.
McKinsey & Company has characterized this generation as “the first real digital natives.” Springtide Research Institute has found these young people “want mentorship, meaning, and growth from work,” reporting that 82% of young people say it’s important their supervisor helps them set performance goals and 83% say they want their supervisor to care about their life. So, how can companies prepare for this new generation of employees, give them the job satisfaction they desire and ultimately nurture these young professionals into the next generation of leaders? The key is to be proactive in mentoring.
Establishing a robust mentoring program—and equipping senior employees to lead it—should begin now, as Gen Z enters the workforce. By laying the foundation at the outset of these individuals joining the workforce, companies can create a strong, sustainable talent pipeline.
Here are some steps you can take today to implement a successful mentoring program—one that will yield long-term benefits not only for Gen Z but for all new employees and the companies that invest in their growth.
Mentoring Objectives And Key Roles
Mentoring offers new employees invaluable opportunities to learn from top performers and managers, helping them grow into productive, high-impact team members. The foundation of a successful mentoring program starts with well-defined objectives.
• Effectively onboard and train new talent.
• Decrease the learning curve in critical roles.
• Handle client work with excellence and consistent quality.
• Increase team engagement, job performance and job satisfaction.
• Strengthen community, culture and teamwork.
• Retain top talent and provide career growth opportunities.
• Build a sustainable pipeline of next-generation leaders.
After setting objectives, the next step is to clearly define the roles and expectations of both the “Learner” and “Mentor.” This ensures that the involved parties are aligned and prepared to contribute effectively once the pairing begins.
Learners
• Fully engage in the relationship.
• Set meetings and agendas and show up with questions.
• Be open to constructive feedback.
• Identify and track goals.
• Follow up on action items.
• Apply key lessons learned to current situations.
Mentors
• Make time to meet on a regular basis.
• Be prepared to answer questions and be available for follow-up conversations.
• Provide helpful feedback.
• Be prepared with some probing questions.
• Monitor and track growth.
• Provide structure and big-picture clarity.
Program Structure
To achieve the highest efficacy, the program should embody two core components: simplicity and frequent communication.
A successful mentoring program is rooted in simplicity. As Albert Einstein is often credited with saying, “If you can’t explain it simply, you don’t understand it well enough.” Our job as today’s established leaders is to bring clarity, not complexity, to a subject. Making things simple is an essential skill if you want to mentor others.
Prioritize consistent communication. Effective mentoring isn’t about lengthy conversations—it’s about frequent, meaningful touchpoints. Mentors should also establish an open-door policy and encourage questions. Celebrating wins, no matter how small, is essential, too—what you praise, you reinforce. Framing positive feedback as “This is exactly what we want to see more of” helps. This is especially beneficial with learners who are struggling. Constructive feedback should be direct yet supportive, such as “Here’s a more effective approach.” Addressing both types of feedback in equal measure early on ensures continuous growth and improvement.
Fundamental Takeaways
Make sure all team mentors understand these philosophies: Be the BEST and develop TRUST.
The BEST Mentor
• Believe: Instill confidence in your learner’s potential and capabilities.
• Encourage: Provide motivation and support in times of triumph and challenge.
• Share: Offer personal insights, experiences and knowledge to create connection and growth.
• Trust: Build a relationship based on honesty and reliability, fostering mutual understanding.
Developing TRUST
• Time: Spend meaningful moments together and give your full attention.
• Respect: Genuinely believe in them and speak with candor, yet respect.
• Unconditional Positive Regard: Accept the learner as they are and adjust accordingly.
• Sensitivity: Create a positive and open-minded environment.
• Touch: Create two-way communication and stay in touch for long-term career success.
Looking Ahead: Investing In The Future
Implementing a structured mentoring program will not only benefit Gen Z employees, but it will also strengthen the overall team. Now is the time to lay the groundwork. By nurturing young talent with intention and care, companies can foster a culture of collaboration and engagement while cultivating the leaders of tomorrow.
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