In recent years, thrilling leaps in technological advancements 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 is 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.
1. Transition from Individual Efforts 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 reformatting 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 an even bigger confidence boost.
Another strategy for promoting teamwork involves implementing collaborative projects that encourage collective problem-solving and idea-sharing. This requires creating an environment in which team members feel comfortable voicing their thoughts and opinions. Regularly scheduled brainstorming sessions and team-building exercises can help foster a sense of camaraderie and mutual respect among team members. Additionally, mentorship programs can be invaluable in guiding younger employees and helping them adjust to the collaborative nature of the modern workplace. By providing opportunities for more experienced employees to share their knowledge and experience with Gen Z’ers, organizations can create a more inclusive and effective work environment.
2. Create Welcoming Settings for Novel Perspectives
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 competition. When everyone is involved, it’s less intimidating to participate, and employees can build stronger connections in these lower-stress environments. Another way to encourage diverse perspectives is by creating forums or groups within the organization specifically for discussing new ideas and potential projects. These forums can serve as a space where employees feel free to express their thoughts without fear of judgment or backlash, allowing innovative ideas to flourish.
3. Encourage Gen Z to Take on Peer Leadership Roles
Recent technological advances have often shifted the focus to the need for employees to develop technical skills. While these are crucial—particularly as many face a shrinking validity for their skills—Gen Z employees prioritize soft skills like communication, leadership, and negotiation. A recent study revealed that improving soft skills is the top priority for Gen Z knowledge workers seeking support from their employers. The same study showed that 90% of Gen Z workers experience social discomfort or anxiety at work, with 35% feeling it almost daily.
Although Gen Z is often viewed as digital natives, there’s a distinction between speaking to thousands online and giving a presentation to a room of colleagues. Soft skills require practice, but fewer than half of Gen Z feel their formal education equipped them with key skills like networking, emotional intelligence, conflict resolution, stress management, and creativity. These skills are vital not only for individual success but also for team and organizational success. With Gen Z set to become the largest workforce generation in the next decade, companies must prioritize training and support strategies to help them thrive.