[Flash] Not Enough Mentees? How Gen Z is Changing Mentorship

Multiple program leaders have called me recently to report: “I have too many mentors registered for my program but not enough mentees!” ?

Historically, we’ve seen the opposite problem: too many mentees and insufficient mentors.? ?

A recent study revealed that 94% of employees would stay with an organization longer if it offered mentoring. ?

So, then, why is there a dearth of mentees? ?

Introducing Gen Z ?

According to the Pew Research Center, people considered part of Generation Z (“Gen Zs”) were born between 1996 and 2012. Today, they are between 12 and 27 years old — our youngest employees in the workforce — ideal mentees. ?

As Jonathan Haidt highlights in his new, riveting book?The Anxious Generation, two pivotal events occurred during Gen Z’s adolescence:? ?

1. Launch of the iPhone?

2. Proliferation of social media platforms ?

As Haidt explains, Gen Zs became the first generation whose social lives moved onto smartphones and social media. This resulted in a drastic shift from a play-based childhood to a phone-based childhood.? ?

According to Haidt, this shift robbed Gen Zs of essential growth and learning experiences. Isolated, they encountered a loss of shared stories, shared meanings, and human relationships. ?

In addition, Gen Zs experienced a “historical deprivation of freedom and unsupervised play” compared to previous generations. Why? Because their well-intentioned parents overprotected them from the real world and underprotected them from the new, virtual universe.? ?

Ultimately, this digital intrusion has had an impact.? ?

Surveys show that “Gen Zs are shyer, more risk averse, and less ambitious (due to risk aversion).” ?

Strategies to Mitigate the Digital Domination ?

Haidt advocates for:

• reinvigorating play and independence
• reimagining educational environments?
• fostering real-world engagement
• bolstering resilience

? Hello?! …Mentoring!? ?

But First, We Need to Reach this New Generation ? While Haidt’s work helps explain the underlying factors shaping Gen Z’s psyche, we can’t engage them if we can’t reach them.? ?

Routinely mentoring program leaders invite participants using (1) mass emails promising career acceleration, and (2) general (often impersonal) announcements from leadership. ?

But these methods don’t kindle a generally shyer, risk-averse, and less outwardly ambitious population. ?

Solutions to Engage Gen Z in Mentoring ?

We need to create more personal communications and invitations that feel safer and are less assumptive about career trajectories while promising acceptance and belonging. ?

We also need to leverage their already trusting relationships to encourage the development of new trusting relationships.?

• Look to managers, preceptors, and peers to personally encourage people to consider mentoring.?
• Ask current participants to share stories about the difference their mentors have made.?
• Decrease risks around participating (ex, nickname it a buddy program, set a time limit, give them an out).
• Deploy a structure with clear, uncomplicated expectations.?
• Change the narrative from “drive your career success!” to “find a trusted champion.”
• Leverage group mentoring for smaller, safer environments.
• Incorporate in-person opportunities if possible.?

Perspective and Empathy ?

While generational work always involves generalizations and hazards oversimplifying and categorizing people, it offers us greater perspective and empathy. ?

If we want to foster real-world engagement and resilience at work, mentoring is our superpower, but it only works if we effort to meet people where they are.?

? 2024. Ann Tardy and MentorLead. www.mentorlead.com. All Rights Reserved.

ps. Have you registered yet for our 2024-Q2?complimentary webinar?? "Unlock the Power of Mentoring Programs to Retain Nurses, Improve Leadership, and Strengthen Your Hospital" Date: Tues May 14 @ 11am PT | 2pm ET Register: https://us06web.zoom.us/webinar/register/WN_dFKVwhWVSMGrbMftJJmSLg#/registration