How to mentor and care for Gen Z talent

Gen Z value access to mentors, working in the office and teamwork because they want to learn more from their leaders, say MICE leaders.

Active mentoring

“Emphasising the importance of flexibility and empathy is crucial for both the mentor and mentee. This approach not only helps Gen Z recruits adapt to the work environment but also assists established professionals in staying attuned to the evolving needs of this generation. Striking a balance between these qualities can contribute to shaping an ideal and harmonious workforce.” Stephy Chan, senior marketing manager, CTM

Stephy Chan, senior marketing manager responsible for overseeing CTM's brand marketing and communications in Asia said: “When mentoring Gen Z individuals in the workplace, it is essential to adopt a collaborative and adaptive approach. Gen Z is known for valuing teamwork and inclusivity, so mentoring methods should reflect these preferences.

She added: “Furthermore, Gen Z's emphasis on diversity and personal development can be a catalyst for positive transformation within organisations. Encouraging and supporting their commitment to diversity can lead to broader-reaching impacts that benefit the entire team. Additionally, their personal growth aspirations can turn them into highly motivated and productive team members, setting the stage for the team's collective success and growth.”

Let them be vocal

“They can be an amazing asset to your team – it’s just about forgetting how you were when you were their age and approaching them with a whole new way of managing them.” Natalie Crampton, founder and MD of TEC

Natalie Crampton, founder and MD of Dubai-based events agency TEC said that Gen Z are very confident, well-educated and nowhere near as naïve as those entering the workplace in the early 2000’s.

A commitment to wellbeing is also integral for recruitment at VisitScotland Business Events. Rory Archibald, Associations & Sectors at the organisation, said the culture of overtime and excessive work hours as the norm needs to end.

“Our environment does mean that long hours are required on occasion, but that cannot be expected regularly and needs to be compensated fairly,” he said. “To understand Gen Z, we need to include them in the conversations and decisions that affect them. Do leadership groups have a position for a young person on their executive teams or boards? How do we ensure their voices and concerns are heard?”

How to engage them

Laura Roberts, MD of APAC, Invnt Group says a large majority of new recruits in the industry are found through recruitment searches, existing employee referrals, clients, and their network of partners, so it is never a bad thing to have team members advocate for their company on social media or within their network.

“As long as the messaging is genuine and aligns with the brand’s values, this method can prove to be very effective,” she said.

“Another thing to consider is to perhaps promote the work accomplished. Testimonials or video interviews can sometimes seem staged and a little less authentic, especially if employees are only repeating company jargon and not adding their own personal twist.”

She added that showcasing the work and camaraderie of the team - the level of production, the clients, behind-the-scenes action footage and the stories that your brand experiences inspire, are very compelling to engage recruits who want to invest in your company mission and team.

Monetary and wellbeing concerns

At the Mermaid London events venue, Jackie Harding, commercial director said that given the impact Covid-19 had on the events industry, there is an apprehension amongst Gen Z about the industry’s ability to provide stable jobs and therefore, a reliable income.

“This is exacerbated by the events industry’s reputation for being demanding with long working hours and no payment for overtime,” she added. “We recognise these concerns and have worked hard to address them. To enhance the attractiveness of our entry-level positions, we offer food assistance, healthcare provision to support employees’ physical and mental wellbeing, and flexibility with working hours to accommodate a positive work-life balance.”

Retaining them

Said CTM’s Chan: “Gen Z's unwavering ambition and thirst for innovation make them a valuable resource for businesses, constantly seeking novel approaches to work. To fully harness their potential, it is essential to consistently provide learning and development opportunities. Gen Z prioritises growth and development, making these opportunities crucial to attracting and retaining talent from this generation.”

“Creating a supportive and conducive environment is vital. By showcasing a genuine concern for the well-being and mental health of employees through positive initiatives, businesses can foster a culture of care and empathy. This approach is not only beneficial for Gen Z but for the entire workforce, as it promotes a healthier, more productive, and fulfilling workplace. Demonstrating a commitment to employee well-being is one of the most effective changes a business can make to attract and retain top talent, including the dynamic Gen Z cohort.”