I’m a career expert on LinkedIn and these are the do’s and don’ts of working with woke Gen Zers in the office – while bosses condemn ‘nightmare’ youth who rarely commit to a job long term and are ‘scared to pick up a job’. the telephone, with preference for text messages and e-mail

Generation Z workers have flooded into the office, leaving many people bewildered and unsure of how to interact with the often woke young people.

Since the pandemic, young people have become increasingly dependent on the welfare state, as the Mail revealed earlier this year.

Generation Z is considered to include people born between 1997 and 2012, i.e. everyone aged 12 to 27.

A report from Deloitte states: ‘Gen Z will soon surpass Millennials as the most populous generation on earth, with more than a third of the world’s population considering themselves Gen Z.’

It added: ‘As more Boomers retire, Generation Z will replace them, bringing with them a completely different worldview and perspective on their careers and how they can succeed in the workplace.

‘Understanding the forces that have shaped their views, career aspirations and working styles is essential for companies looking to attract them.’

Car leasing boss James McNeil, 38, said The Telegraph Working with Gen Zers was a “nightmare” because many were “afraid to pick up the phone” and thought “everything had to be done via email or text.”

LinkedIn career expert Charlotte Davies told MailOnline Gen Z was the “fastest growing audience” on the platform.

She said: ‘Despite almost all professionals working in multi-generational environments, there seems to be a lack of communication between different age groups and professionals are sliding into the echo chambers of their careers – only talking to their colleagues and missing ways to advance their careers. to give a boost. .

“As a generation entering the workforce in hybrid and remote workplaces, Generation Z is missing out on informal observations and key cues that guide traditional behavior and collaboration. So it is crucial that employees actively deal with it in a meaningful way.’

Here are her five tips on how to work with Gen Z professionals and one thing you should avoid at all costs…

Provide professional development opportunities

With four in 10 Gen Zers saying that opportunities for growth and learning are the top priority when evaluating a company’s culture and values, it’s important that organizations create an environment where they feel they can thrive.

Young professionals are well aware that they may not have a lifelong job. They are much more likely to have a ‘winding career’ and chart their own professional path, knowing that they will face a lot of change and upheaval with new technologies such as AI, so invest in opportunities for them to develop professionally.

This could include learning and honing a new skill, or exposure to a new team or the wider business.

Understand what motivates them and why

It is well documented that Generation Z are strong advocates of work-life balance and have different attitudes towards work styles.

Consider taking a step back to understand why this resonates so much with them.

Many young professionals have taken their first steps into the workplace during the pandemic.

The emphasis was firmly on the importance of staying healthy and they learned to work anywhere.

So it makes sense that they value companies that promote work-life balance and offer flexibility around where they work.

This way of thinking will help promote understanding and break down outdated and unfounded stereotypes.

Create experiential learning environments

With the majority of Gen Z professionals entering the workforce in remote and hybrid environments due to the pandemic, they are the least likely to feel confident interacting with other generations, even as they recognize the importance of networking for their career.

Encouraging interactive activities such as regular team brainstorms, face-to-face meetings and open communication channels can help promote inclusivity.

Creating environments where Gen Zers feel comfortable sharing their ideas and opinions will lead to more effective collaboration and foster their development.

Also consider inviting them to networking events and introducing them to your connections, this way Gen Z can start building their professional network and gain confidence in this field.

Support the development of soft skills

Our research shows that half of employees recognize that professionals who started their careers during the pandemic, mainly Gen Z, need extra support in developing soft skills such as communication, leadership and empathy.

A total of 38 percent say they would ask another generation for advice about career goals. Generation Z is demonstrating an openness to learning, so closing some of the gaps left by the pandemic can show that you are on their side.

Try to create opportunities to actively engage with your Gen Z colleagues by welcoming them into conversations and asking for their opinions and feedback.

Promoting open communication in the workplace benefits all employees and creates stronger teams.

With LinkedIn data showing that communication is the most sought-after skill by UK employers, free resources such as Communication Foundations from LinkedIn Learning can be a big help.

Ask them to become your reverse mentor

LinkedIn data shows that Generation Z is the least likely to be approached for advice in the workplace.

However, as the next generation of the workforce, their different attitudes and values ​​shape the ever-changing world of work and therefore their perspectives are particularly valuable to engage with.

Consider reverse mentoring: pairing younger employees with more experienced professionals to fill potential knowledge gaps.

This relationship can help you stay abreast of current workplace trends and also develop your own career, while promoting the development of skills such as leadership, communication and networking for your Gen Z colleagues.

Make sure you commit to regular one-on-one sessions and set meaningful goals from the start.

Don’t dismiss Gen Z’s values ​​in the workplace

Gen Z will most likely say that other generations have misconceptions about their attitudes towards work.

Try to leave your preconceptions at the door and take the time to realize that they entered the job market at different and unprecedented times and, as a result, have different priorities.

Instead of getting frustrated, try to assess their perspectives before rejecting them.

This is best reflected in honest and open communication styles that facilitate active listening and reduce misunderstandings.

Additionally, try to support them when it comes to developing more traditional professional skills, such as time management and organization.

Because Gen Z values ​​stability and transparency, they are willing and eager to receive immediate and ongoing feedback because it compliments their desire to grow.

Rather than going against Gen Z’s specific approach, capitalize on their drive to improve through regular check-ins with line managers who provide constructive and real-time feedback, as this will serve to keep Gen Z employees engaged and motivated to hold.