During a recent weekly meeting at my company, I had an epiphany. As I scanned the faces, I realized that an ever larger proportion of our employees were not one, but two generations younger than me. It wasn’t just a matter of perception. Research shows that Gen Z is expected to surpass Baby Boomers in the workforce by the end of 2024. It’s only a matter of time before these young professionals surpass my generation, Gen X, as well.

As Gen Z employees enter the workforce and rise through the ranks, certain characteristics are emerging. For starters, they’re more racially and ethnically diverse than previous generations. They report higher levels of depression and anxiety and many of them are struggling with low levels of engagement. Just take a look at the workplace trends on TikTok and you’ll notice: Gen Z is bringing a new set of values and priorities to the table.

Of course, it’s important to not paint with overly broad brushstrokes. As Wharton assistant management professor Stephanie Creary cautions, “We have to be careful that we are seeing people for the complex beings that they are.”

Still, as a business owner, it’s critical to understand the common struggles and strengths of each generation. When it comes to your youngest employees, here are some strategies for addressing the struggles of Gen Z and harnessing the strengths of Gen Z. 

FIGHT ‘BOREOUT’ WITH TRAINING RESOURCES

You’ve heard of burnout, but today’s employees are talking about a new phenomenon: “boreout.” Boreout is a word to describe when you are not feeling stimulated at work. It can easily happen when an employee quickly acquires the necessary skills for an entry-level role and is left with large swaths of downtime. As I’ve written before, while some free time can be conducive to creativity, too much of it can sabotage engagement.

The solution? Provide employees the resources to continue developing their skills.

At my company, we offer a new grad training program, where employees who are just beginning their careers spend four days a week doing support tasks and one day working with a mentor. Mentors give the new grads homework and feedback—including positive critical feedback, which is especially important to Gen Z.  More generally, we encourage in-house, organization-wide mentorships between employees at all levels. I’ve found that connecting colleagues with different functions, levels, and perspectives can help supercharge energy, creativity, and productivity. This kind of mentorship breaks down intra-organizational silos and forges connections between workers during windows of time when younger employees might otherwise be waiting around for the next assignment.

Another strategy for engaging Gen Z is reverse mentoring. We’re living in an increasingly digital, social platform-fueled world. Who better to tap for their expertise than younger employees? Asking Gen Z employees to help senior workers improve their social media and tech skills is beneficial for both parties, imparting essential skills to older employees while offering rewarding, confidence-boosting experiences for their younger counterparts.

SIGNAL THAT MENTAL HEALTH MATTERS

It’s not clear whether Gen Z is more susceptible to mental health struggles or whether they’re more comfortable being vocal about them. Either way, social media platforms like TikTok have become an outlet for sharing both mental health issues and strategies for navigating them. Consider the recent idea trending across TikTok, Bare Minimum Mondays—permitting yourself to do the minimum amount of work on the first day of the week in order to alleviate the stress of Manic Mondays, not to mention, fend off Sunday Scaries.

The younger generation values employers that care about their wellbeing. It falls on leaders to show that mental health is a priority.  For starters, leaders can offer flexibility in terms of work arrangements, like occasional days working from home or organizing schedules according to personal energy levels. At Jotform, for example, we’re an in-office company. But I’ve always encouraged employees to pay attention to their peak hours and schedule their most meaningful work accordingly.

Finally, employers can ensure that employees have meaningful access to mental healthcare. Bank of America, for example, offers employees free access to virtual behavioral health professionals, 24/7 confidential counseling sessions for workers and their immediate families, and a partnership with Thrive Global, the online wellbeing platform founded by Arianna Huffington.

Leaders can signal to Gen Z employees that they’re not just talking the talk when it comes to their employees’ mental health.

TAKE STRIDES TOWARD TRANSPARENCY

A final value that Gen Z appreciates is transparency surrounding compensation and advancement. What’s more, this value also resonates across generations. Today’s younger employees are rejecting the taboo about pay talk and openly discussing how much they’re earning. Take the TikTok account Salary Transparent Street which tackles the pervasive lack of salary transparency in the U.S., by asking professionals across industries and geographical regions to share their salaries. With over 1.3 million followers and 33.3 million likes, it’s clear that people are listening.

Gen Z is particularly concerned about job security and advancement. To quell some of those anxieties, leaders can initiate two-way dialogues with employees about compensation and what they can do in order to advance, including performance metrics and timelines. Communicating your organization’s larger goals (for example, in a company newsletter) can help employees to understand how their KPIs contribute to those broader missions. Employees should always know your short- and long-term goals and how your team is measuring up. Leaders should want everyone to feel invested so that together, they can celebrate victories and rally after defeats.

Keep in mind: Gen Z’s entrance into the workforce was marked by uncertainty (by virtue of a global pandemic), so taking steps to help employees feel more in control of their future, including their growth within your company, will go a long way.