Why Gen Z Craves Mentorship—and How Companies Can Deliver

As a generation, Generation Z is already a driving force in the workplace. As of late 2024, Gen Z accounted for 18% of the U.S. labor force; by 2030, they will comprise nearly 30%. Suffice it to say, this generation is shaping the future of work rather than sitting on the sidelines.

But here’s the thing: Gen Z knows precisely what it wants from its career, and mentorship is near the top.

Unlike previous generations, this tech-savvy generation prefers values over paychecks. They want opportunities for growth, support, and meaningful connections. As a generation, Gen Z is increasingly vocal about wanting personalized guidance, inclusive work environments, and mentors who care about their development.

The challenge? Despite their appetite for mentorship, many companies are still playing catch-up. As a result, workplaces are failing to offer Gen Z what they need.

Organizations must close the mentorship gap to attract, engage, and retain the next generation of talent.

This post explores why mentorship is important to Gen Z, what they really want in a mentor, and how companies can create programs that actually work.

The Compelling Reasons Behind Gen Z’s Mentorship Craving

While previous generations navigated their careers through self-reliance or rigid hierarchical structures, Gen Z is experiencing rapid change, intricate challenges, and constant evolution. They see mentorship as essential to navigating this dynamic terrain, not as a bonus.

Charting the course for career growth.

In addition to gaining invaluable hands-on experience, Gen Z believes mentorship can help them acquire practical, real-world skills and propel their career forward. With a natural drive to learn quickly, they recognize that professional guidance reveals the most effective paths to success.

Mentors are vital links between the often abstract nature of daily tasks and the broader landscape of long-term career goals. This isn’t just about climbing the corporate ladder; it’s about fostering a sense of continuous improvement, skill acquisition, and meaningful contributions.

Fueling professional development.

This generation has an insatiable thirst for knowledge and growth. Through mentoring, they gain valuable insider insights, demystify the often opaque nuances of their industry, and cultivate a strong professional network early in their careers.

Generation Z does not view mentors as traditional hierarchical superiors. As part of their professional development, they envision working with a collaborator, a competent guide who can illuminate paths for growth that extend beyond their current position.

Weaving workplace relationships.

In the workplace, mentoring fosters a strong sense of belonging and connection for Gen Z employees. It facilitates peer-to-peer connections and helps cross-functional teams connect. It also fosters feelings of being supported, seen, and valued.

These connections are particularly valuable in hybrid or remote work environments, where spontaneous, informal connections can be difficult to cultivate. Mentorship provides a structured environment for building these vital interpersonal relationships.

Embracing the lessons learned from mistakes.

Authenticity is one of Gen Z’s defining characteristics. They understand perfection is unattainable and unhelpful. Rather than seeking flawless role models, they seek mentors who have experienced their own challenges and missteps and are willing to share their experiences.

Often, Gen Z values practical advice from someone else’s past mistakes more than theoretical advice on what not to do. They prefer mentors who share both triumphs and tribulations and a realistic perspective on professional development.

The Qualities Gen Z Seeks in Their Guiding Stars

As a generation, Gen Z has a clear vision of what kind of mentor can genuinely make a difference. It’s not just about seniority or title; it’s about embodying empathy, showing adaptability, and being willing to learn and grow alongside their mentees.

The value of personalized guidance.

Gen Z is highly receptive to advice tailored to their unique needs, aspirations, and circumstances. They’re not looking for a generic, one-size-fits-all recommendation. Ideally, they seek mentors who take the time to understand their individual goals and create a pathway for their professional development.

There is no point in standardizing mentorship. When offering tailored guidance to their mentees, Gen Z looks for mentors who prioritize active listening.

Embracing a coaching mindset.

Rather than traditional top-down instruction, Gen Z is better served by a coaching mentorship style that emphasizes thoughtful questioning, consistent encouragement, and empowering mentees to find their own solutions.

They don’t just want someone to provide answers or do their work for them. Instead, they seek mentors who can act as catalysts, giving them the skills and confidence they need to thrive on their own terms.

I might add, allow yourself to learn from your fun-loving Gen Z, and remember yourself at this age—they bring great wisdom to you, too. Listen to them, and you’ll have a better connection to coach your Gen Z (for sure, you’ll up your tech game!).

Championing work-life harmony.

Gen Z grew up during a time when the traditional 9-to-5 workday was changing, giving way to more flexible and often more demanding working models. Although these shifts offered freedom, they also blurred the boundaries between professional and personal life, especially for older generations who felt under constant pressure to remain available.

“Work and home life are all so integrated that if you don’t pay attention, you could be working all the time,” said Roberta Katz, who led a multi-year research project exploring what drives Gen Z. “I think Gen Z is sensitive to that.”

For Gen Z, maintaining a good work-life balance and ensuring mental and physical health are also important. We never knew how to do that — and your Gen Z will teach your own team, if you let them. “They’re placing a value on the human experience and recognizing that life is more than work,” added Katz.

Navigating the digital landscape with savvy.

Since Gen Z was raised in the digital age, they are inherently comfortable with technology. As a result, they appreciate mentors who are equally comfortable with technological advancements. They also enjoy mentoring from those who keep them up to date with new tools, platforms, and emerging trends.

In addition to understanding technology’s tactical applications, these professionals seek advice on integrating it strategically to improve their productivity and achieve their professional goals.

The power of authenticity and vulnerability.

It’s not just about the paycheck for Gen Z employees — they want purpose, inclusion, and leaders they can trust. To earn that trust, April Eldridge, founder of April Eldridge Consulting, recommends transparency and authenticity in Fast Company.

In addition to being open about company decisions, direction, and how their individual contributions contribute to the greater good, Gen Z values honest communication. It’s important to them that they feel like active participants, not just employees.

Eldridge recommends holding informal check-ins to discuss achievements and challenges. These sessions aren’t just updates; they’re two-way exchanges. By sharing company progress and encouraging questions or feedback, you help employees feel part of the company and show them that their opinions matter.

It is also essential to explain the “why” behind leadership decisions. Rather than delivering outcomes without context, Eldridge walks teams through the reasoning. Again, we weren’t “raised” in the working world to get the “why.” You were told how to do the job, and you just did it. If you’d just graduated from university and knew a couple of really important things that had been studied and worked on? No one cared — “Do it this way.” Sharing the “why” makes top-down directives understood, and your Gen Z can then share with you — trust and engagement are built.

It is equally important to empower Gen Z to contribute. For example, Eldridge helped one client launch biweekly “listening sessions” where younger employees could share feedback and suggestions. The result? Better decisions and employees who felt genuinely included.

Ultimately, Gen Z thrives under leaders who are open, honest, and receptive to their ideas. When transparency becomes part of the culture, trust, loyalty, creativity, and stronger teams follow.

Cultivating a two-way street of learning.

One unique characteristic of Gen Z mentorship is their openness to reverse mentoring, in which they offer mentors valuable knowledge and perspectives. Whether it’s the latest developments in emerging technologies, evolving social trends, or a fresh perspective on workplace dynamics, Gen Z believes mentorship must be mutually beneficial.

Rather than passively receiving guidance, they strive to contribute to the relationship actively.

How Organizations Can Cultivate a Thriving Mentorship Ecosystem for Gen Z

To provide meaningful mentorship relationships to Gen Z, organizations need to understand what they want, translate that into tangible structures, and build a supportive culture around it. Companies can implement the following practical strategies to elevate their mentorship initiatives and effectively engage Gen Z;

Establishing structured mentorship programs.

Do not rely solely on informal connections or leave mentorship to chance. Instead, establish formal mentorship programs with clear objectives, mutual expectations, and realistic timelines. Also, assist mentors and mentees with comprehensive onboarding, so that everyone understands the program’s goals and what constitutes a successful mentoring partnership.

A structured framework can make mentorship relationships more effective, consistent, and sustainable over time.

Actively encourage reverse mentoring.

It is important to recognize that knowledge doesn’t always flow one way. Embrace new technologies, contemporary work trends, and valuable generational insights by actively inviting younger employees to mentor senior leaders. As a result, a culture of mutual respect and valuing diverse perspectives is cultivated across all levels of the organization.

By embracing reverse mentoring, organizations communicate to younger employees how much they are valued and how they contribute significantly to the organization’s knowledge.

Investing in mentor training and support.

It is essential to recognize that not every experienced employee possesses the necessary skills to be an effective mentor. Develop training sessions to equip potential mentors with crucial skills such as active listening, emotional intelligence, and a coaching mindset. Also, mentors should be provided with the tools and resources they need to guide and support Gen Z mentees effectively.

Investing in mentor development can create more meaningful, productive, and ultimately more impactful mentorship relationships.

Making mentorship accessible across all levels.

Do not limit mentorship opportunities to high-potential employees or recent hires. Offer mentorship programs at all levels of the organization, permitting mid-level employees and even senior employees to receive guidance and participate in reverse mentoring.

Through a culture of mentorship, continuous learning and development will be embedded throughout the organization, not siloed within specific groups of employees.

Celebrating mentorship success stories.

Promote and celebrate the positive outcomes and achievements that result from successful mentorship relationships in the organization. Further, share these stories in company newsletters, meetings, and town hall events. Typically, mentorship is more valuable and widely used when both mentors and mentees are publicly acknowledged for their contributions.

Visible recognition is crucial to developing a culture that values and prioritizes mentorship.

Fostering a deep-rooted culture of mentorship.

To succeed, mentorship should become a core value of the company and an integral part of its operational DNA. After all, workplace cultures that promote seamless cross-generational collaboration and open, transparent communication should be cultivated. Employees at all levels must freely share their experiences, insights, and knowledge.

When mentorship becomes a norm within an organization, everyone benefits, not just Gen Z workers actively seeking guidance.

Final Thoughts

In the workplace, Gen Z brings fresh ideas, new energy, and high expectations, and mentorship is one of their top priorities. Rather than just advice, they want authentic, reciprocal, and growth-based relationships.

It is clear that mentorship isn’t just a perk; it’s a powerful way to support future leaders and connect with them.

Ultimately, Gen Z thrives in a culture that invests in thoughtful, personalized mentoring programs, and everyone, regardless of age or experience, learns and grows from them.

FAQs

Who is Gen Z?

Gen Z is the generation that succeeded Millennials and is generally defined as those born between the mid-1990s and early 2010s. Having grown up in a digital world and witnessed significant global events, Gen Z often has unique values and expectations in the workplace.

Why does Gen Z seem to crave mentorship more than previous generations?

Several factors contribute to this;

• Digital native paradox. Despite their digital savvy, they value human connections and guidance to navigate complex professional environments.
• Economic uncertainty. Those who grow up during economic downturns and have student loan debt are more likely to need career advice and assistance.
• Value for growth and development. Gen Z often prioritizes learning and developing skills. Mentoring offers personalized guidance for career advancement.
• Seeking purpose and meaning. They often seek work aligned with their values, providing a sense of purpose. Mentors can assist them in finding this direction.
• Navigating a rapidly changing workplace. As technological and societal changes accelerate, the value of experienced guidance increases.
• Desire for an authentic connection. In today’s digitally saturated world, genuine, one-on-one connections with experienced professionals offer a great deal of value.

What are Gen Z’s expectations from a mentor?

Typically, they are looking for;

• Practical advice. An in-depth analysis of specific skills, career steps, and advice on improving them.
• Personalized support. A mentorship program tailored to meet their individual needs and challenges.
• Honest feedback. They need constructive criticism to grow.
• Networking opportunities. Expanding their professional network through connections.
• Emotional support. As they navigate their careers, they need encouragement and understanding.
• Relatability. They need mentors who understand their challenges and perspectives.

Why should companies invest in mentorship programs for Gen Z employees?

The following benefits can be obtained by investing in mentorship;

• Increased retention. A company that supports and invests in Gen Z employees is more likely to retain them.
• Improved employee engagement. By fostering a sense of belonging and purpose, mentoring boosts engagement.
• Faster skill development. By providing personalized guidance, mentees gain valuable knowledge and skills faster.
• Stronger company culture. Collaboration, learning, and support are promoted by mentoring.
• Knowledge transfer. Experienced employees can pass on valuable institutional knowledge to the next generation.
• Enhanced employer branding. It is easier for companies to attract top talent if they invest in their employees.

What common pitfalls should be avoided when creating mentorship programs for Gen Z?

Companies need to keep the following in mind;

• Lack of a clear purpose. Your program may lack direction if it lacks defined goals.
• Poor matching. It is common for people to feel frustrated and disengaged when paired with an incompatible partner.
• Insufficient support. There is a need for adequate training and resources for mentors and mentees.
• Overly rigid structure. Gen Z may prefer more flexible and informal arrangements.
• Ignoring technology. By not leveraging digital tools, accessibility and engagement can be limited.
• Lack of follow-up. In the absence of regular check-ins, issues may go unaddressed.
• Not recognizing mentors. Burnout can occur when mentors are not valued for their time and effort.

Image Credit: cottonbro studio; Pexels