Gen-Z has officially arrived. Including individuals born between 1996 and 2010, Gen-Z has been steadily entering the workforce for several years now. By 2030, they are projected to make up about 30% of the workforce in the United States, as reported by the U.S. Bureau of Labor Statistics.
With that steady rise in mind, we’re going to take a closer look at the key generational characteristics of Gen-Z that have emerged so far and discuss what healthcare leaders should know about leading, mentoring and empowering this generation of workers.
Three Recommendations for Leading & Mentoring Gen-Z Healthcare Workers
1. Share Thoughtful Feedback
Many Gen-Z workers are eager to use their gifts and talents at work, and they are eager to learn from their mistakes. According to Washington Post reporter Danielle Abril, context is key when giving feedback to Gen-Z workers. If you take the time to share with them what their mistake was, and how you went about fixing it, they will take note and feel empowered to avoid the mistake on their next assignment.
2. Empower Them to Make an Impact
Many Gen-Z workers care a lot about finding purpose in the workplace. And, if they entered the healthcare field, they are probably extra aware of purpose, intent on making a positive impact on fellow employees, healthcare providers, and patients. If possible, find ways to empower Gen-Z to share their perspective and start initiatives. If they can lead a project that creates positive change for others, their confidence will grow and they will feel connected to your organization in a meaningful way.
3. Keep an Open Dialogue about Work-Life Balance
Members of Gen-Z care about workplace autonomy. Early members of Gen-Z were entering the workforce as the COVID-19 pandemic hit, meaning they were asked to work remotely and adjust to flexible schedules right away. Though some effects of the pandemic have receded, the expectation for workplace flexibility has not. Consider starting a dialogue with emerging Gen-Z leaders work-life balance expectations and needs. In these conversations, open and empathetic dialogue is key. Give them an outlet to share their thoughts and concerns, and be sure to share context around any blanket rules or procedures your organization has. If you keep dialogue open and friendly, members of this generation will feel seen, heard, and valued, making them more likely to bring their best selves to work every day.
For better or worse, every generation that enters the workforce develops a “reputation.” While this can lead to oversimplification, it can also be a great indicator of key trends among new workers. And, the new perspectives of younger workers often lead to positive workplace change for all generations, nudging organizations to adopt new modes of thinking and working.
As Gen-Z workers continue to enter your organization, and leaders emerge among this group of workers, be sure to practice intentional mentorship. You never know when the Gen-Z worker you’re collaborating with today could be your organization’s stellar leader of tomorrow!
For more insights around healthcare leadership, subscribe to Lauren’s LinkedIn newsletter, Leading in Healthcare. Lauren Bencekovich is the founder and Managing Director of Lauren Recruiting Group, a boutique healthcare recruiting firm that matches healthcare executive candidates with hospitals and health organizations. Looking for an outstanding C-Suite candidate? Visit our contact page to schedule a 30-minute intro call with one of our team members. We look forward to connecting and matching you with a top-tier candidate!