There’s a lot of talk on the Internet about Gen Z. With a whole different set of ideals and life goals than older generations, Gen Z has often been opting for interesting or challenging jobs, for example, versus a position that pays well. Though this generation offers unique skills to their workplace, studies show that they’re also coming to their jobs less prepared in certain aspects – particularly in the United States. Learn how exactly Gen Z is falling behind and use these shortcomings to inspire you to improve your soft skills and continue your education beyond university.
What skills do employers want that Gen Z lack?
1. Communication and collaboration.
Data from Fortune's Harris Poll reveals that Gen Z is fully aware of the pitfalls in their communication with 65% admitting they don't know what to talk about with their co-workers. This isn't unsurprising considering Gen Z is entering the workforce post-COVID pandemic and are used to using digital communication rather than in-person discussions. They struggle to relate to their co-workers who had built relationships and interpersonal skills prior to 2020.
A lack of communication skills can lead to regular misunderstandings in the workplace and poor collaboration with team members. To become more valuable members of the workforce, Gen Z should remember the adage: "There is no "I" in Team" and work on improving their conversation, ask questions, mindful listening, and adapting their tone to suit their working environment to contribute more effectively to group objectives.
2. Conflict resolution.
This is directly linked to Gen Z's lack of communication skills. Without effective communication skills, their ability for conflict resolution is nil. Gen Z prefer their communication to be direct, straightforward, and brief with less technical jargon. A lot of the friction from Gen Z and their older co-workers usually comes from clashing communication styles and how often Gen Zers may take constructive criticism personally - the lack of interpersonal communication skills then makes conflict resolution difficult.
3. Resilience.
Many managers believe Gen Z lack resilience and motivation in the workplace. This usually stems from this generation being more open about their mental health and more willing to take sick days than their older co-workers, but this doesn't mean managers think you shouldn't take care of your mental health. Rather, you can improve your resilience in other ways. Not only will improving your communication and conflict resolution help with your interpersonal skills, but it will also help with your resilience. Showing that you won't give up on difficult tasks or on learning new things will give you big points with managers as you've proven to be a motivated hard worker who can deal with challenges.
Gen Z are more likely to job-hop than other generations too - staying in one job for a little longer will prevent you from looking like you're giving up if you don't like/can't do something and will make you look like you switch jobs to gain new experiences and challenges that align with your career goals. The saying, "Rome wasn't built in a day," serves as a reminder that significant achievements require time and perseverance.
4. Reliance on technology.
You might be surprised to hear Gen Z have trouble with tech at work considering they're our first 'digital natives' in the workplace. But it's because they rely so heavily on tech that they struggle if workplaces don't have up-to-date technical tools to work with. They're the generation most likely to use AI to help with their work and embrace new technological advancements.
Having more adaptability when it comes to technology, such as learning how to use older pieces of tech or dealing with problems upfront without using AI can facilitate better relationships with older members of the team. Business are increasing their focus on technology, but in the meantime, being able to use both older and newer forms of technology will leave Gen Z in a strong position for any workplace.
5. Finding a sense of purpose.
We’ve been taught that finding a job we're passionate about is the key to success. The problem is that there aren’t enough jobs out there for all Gen Z to find a position that is full of both internal and external rewards. Entry-level jobs can seem especially mindless and insignificant, which is what leads to job-hopping and is why Gen Z needs to think about their medium and long-term goals instead of freaking out about not feeling a sense of purpose during the first years of their careers. Purpose comes with years of experience and investment towards goals and a healthy work/life balance.
6. Patience.
Gen Z is the generation of instant gratification. They can communicate in seconds with people living halfway across the world. Watching their favorite TV show takes a quick search on a Netflix account and they can order an Uber ride home while paying the check, eliminating nearly all wait times from their lives. The problem is that successful careers don’t work like our smartphones – they require years of investment, patience, and an acceptance that not all work comes with instant rewards or gratification. Sometimes you have to take pride in your own accomplishments and enjoy the little things. Patience is a virtue and can lead to bigger rewards later.
Playing to your workplace strengths.
Gen Z lack many soft skills thanks to their experiences shaped by technology and remote-first work. However, once they bridge these workplace gaps, they'll be an excellent addition to any workplace, bringing fresh ideas and new perspectives that can benefit any organization. If Gen Z are able to play to their workplace strengths, the knowledge gap becomes less significant.
it will make you a more competent and successful professional if you focus your efforts on discovering your strengths, their value and learning how you can use them to be a better employee. It makes much more sense to spend your energy capitalizing on what you’re good at rather than bending over backwards to improve upon weaknesses. We all contribute different things to a workplace and labor market. Understand what you offer, learn how to play to your strengths and don’t be afraid to shine your brightest where you need to.
1. Pay special attention to positive feedback.
Though it’s important to be aware of both constructive criticism and praise, take special note of positive feedback. Even though criticism tends to yield a more emotional reaction, making it harder to forget, it’s just as valuable to take in positive feedback. There’s always room for improvement, but also be keenly aware of where you shine in performance reviews. Try to keep this information in mind when trying to gain more workplace skills.
2. Check in with supervisors, colleagues, family and friends.
Go out of your way to talk to people who know you personally and professionally to see what they believe you offer in both work and personal settings. The more people you reach out to, the broader and more diverse the feedback will be and the more accurate of a picture the feedback data will paint for you. Don’t ask just about strengths, but also specific examples of when you “delivered” as an employee, student, friend, partner, etc. This anecdotal evidence will be useful and potentially surprising. It might even give you examples of good work or challenges you've overcome when asked about them in job interviews.
3. Build a positive professional profile.
Pick 5-7 of your positive qualities and write a description of your strengths as a professional. Also list some of your key contributions to different offices. Having this information down in a concise and thoughtful way will build your confidence, help assess strengths for job interviews and be useful in applying strengths within the context of tasks and projects at a current job.
4. Apply what you’ve learned.
Once you’ve determined your strengths and created an employee profile, it’s time to apply the assessment to your current position. Try to see how your current position could work in the context of your strengths. If one of your strengths is that you’re a team player, for example, are there any solo tasks that could be efficiently shared in a team setting? Use your strengths to guide you towards projects, tasks, and positions that celebrate and utilize these strengths as much as possible. On the flip side, if there are any aspects of your job that another person could handle more efficiently, it may be worth trying to coordinate with that co-worker to see if each of you could play to your strengths, making the company workforce more efficient overall.
Gen Z: don't let your weakness in the workplace hold you back! By working on your skills gaps and focusing on your strengths, you'll excel in any career.
