In recent years, thrilling leaps in technological advancement have often kept the skills gap conversation focused squarely on the need to equip employees with hard, technical skills. While these are critical—especially as many face a shortening shelf life for their professional skills—Gen Z employees have their eyes instead on soft skills—foundational competencies including communication, leadership, and negotiation skills. In fact, in a recent research report, Gen Z knowledge workers highlighted soft skills advancement as their number one priority for support they want from their employer. One reason for this is plain to see in the same study, where 9 in 10 Gen Z workers report feeling social discomfort or anxiety at work, with 35% experiencing it nearly daily.
Gen Z are often touted as digital natives. However, while many of this generation are confident speaking to thousands of followers on social media, giving a presentation to a dozen coworkers in the same room can be a different story. Soft skills need practice like any other, yet less than half of Gen Z’ers believe that their formal education prepared them with key skills like networking, emotional intelligence, conflict resolution, stress management, and creativity. These competencies are not only important to employees’ success but to the success of their team and company. With Gen Z expected to become the workforce’s largest generation in just 10 years, adopting training and support strategies that help young employees thrive should be a top priority for organizations.
How can employers empower their Gen Z workers’ growth into confident and competent professionals who can help take their company to the next level? Get started with these three tips:
1. From Independent Work to Genuine Teamwork
One of the most common situations where Gen Z’ers report social discomfort is delivering presentations. This can lead to teams missing out on valuable contributions from young employees. Indeed, 58% of workers overall, and 77% of Gen Z workers, report holding useful knowledge they have yet to share with coworkers. To make presentations less nerve-racking, try re-formatting them to feel less like solo performances under a spotlight and more like conversations where everyone is included. Use technology to integrate interactive elements throughout the presentation. By regularly shifting attention back onto the audience, presenters not only get a break from the limelight, but they can see that their audience is staying engaged, giving them even bigger confidence boosts.
This shift from solo performances to collaborative engagements can be enhanced by adopting technologies that promote interactivity. For instance, employing tools that allow real-time audience polls, questions, and feedback can make the presentation feel more like a conversation. Furthermore, such technologies can foster a sense of inclusion, ensuring that each member feels valued and heard. As the audience becomes more involved, the presenter can gauge their reactions and adapt accordingly, making the entire experience less daunting and more dynamic. By prioritizing genuine teamwork over isolated tasks, companies can tap into the full potential of their Gen Z employees, creating environments where young workers feel supported and motivated to contribute their best ideas.
2. Creating Welcoming Spaces for Diverse Viewpoints
Voicing opinions in meetings is another reliable source of workplace anxiety for Gen Z employees. As Gen Z’ers are often known for their fresh perspectives, it’s unsurprising some would hesitate to rock the boat. However, these new ways of thinking could open doors to important solutions and innovations, so it’s critical that companies support employees contributing all they have to offer. When asked what would encourage them to actively participate more, Gen Z employees called for safe and non-judgmental work environments—that welcome creativity, new ideas, and new points of view. Companies can build this kind of culture by lowering the barrier of entry to participate. For example, digital platforms for interactive learning and collaboration can enable people to share ideas, give input, and ask questions anonymously. This can help young employees build confidence in their voice and opinions. Likewise, these technologies can help create active group experiences, such as friendly competitions. When everyone is involved, it’s less intimidating to participate, and employees can build stronger connections in these lower-stress environments.
Encouraging diverse viewpoints in meetings can significantly enrich discussions and lead to more innovative solutions. Implementing digital platforms, like interactive whiteboards and collaborative tools, can facilitate anonymous contributions, thus empowering those who might fear judgment to voice their opinions. Creating a non-judgmental atmosphere not only supports creativity but also drives inclusivity, making employees feel more comfortable expressing their unique thoughts and ideas. Friendly competitions or team-based challenges can further reduce anxiety and foster a spirit of collaboration and mutual support. As employees engage in these activities, they can develop deeper connections with their peers and cultivate a work environment that thrives on diversity and inclusivity. Active participation in such settings can lead to stronger teamwork, increasing productivity and fostering a culture of collaboration that embraces diverse perspectives.
3. Encourage Gen Z to Take on Mentor Roles
In recent years, technological advancements have often kept the skills gap conversation centered on the need to equip employees with hard, technical skills. These skills are vital, especially as many professionals face a shrinking shelf life for their technical abilities. However, Gen Z employees are more focused on soft skills—key competencies such as communication, leadership, and negotiation. In a recent survey, Gen Z knowledge workers highlighted soft skills development as their top priority for the support they seek from employers. This emphasis is unsurprising, as the same study revealed that 9 in 10 Gen Z workers experience social discomfort or anxiety at work, with 35% feeling it nearly daily.
Although Gen Z is often referred to as digital natives, many are confident on social media but struggle with real-life presentations. Soft skills require practice, yet less than half of Gen Z feel that their formal education prepared them in areas like networking, emotional intelligence, conflict resolution, stress management, and creativity. Gen Z is expected to become the largest workforce generation in a decade. Therefore, companies should prioritize training and support strategies to help young employees thrive.
How can employers foster the growth of Gen Z into confident, competent professionals? Start with these three tips.
