SHRM
Summary
Talented workers, especially members of Generation Z, tend to lean heavily on their bosses for professional development, and their companies should relish that passion for growth and the opportunity for long-term business success.
According to a new study by Tallo, a career advisory platform for younger professionals, 43 percent of Generation Z workers are most interested in learning leadership skills. Seventy-four percent say they place a high value on mastering soft skills generally, including critical-thinking, analytical, problem-solving, leadership and communication skills.
The Tallo survey noted that Generation Z professionals want help from their managers with the following:
*Building technical skills, such as those related to science, technology, engineering, software development and design.
*Developing leadership skills, such as communication, management and critical thinking.
*Learning new languages.
*Practicing agility, such as through opportunities for collaboration, experimentation and continuous learning.
Unfortunately, many managers don't prioritize developing workplace talent, and that's a missed opportunity for companies.
"If any organization is not investing time in recruiting young talent and cultivating their capabilities, it is a colossal mistake," said Judy Panagakos, senior career coach and director of professional development at Early Stage Careers, which is headquartered in New York City.
Panagakos, who was a longtime human resources specialist at global financial services firm J.P. Morgan, said businesses miss out when they fail to create a pipeline of people learning their processes, culture and mission.
"Focusing on these issues will train younger people [to be] poised to take your business to the next level," she said. "Having a cadre of trained talent eager for fresh challenges is essential for a healthy organization."
Vince Thompson, chairman and CEO of MELT, a sports marketing and branding agency in Atlanta, puts it another way.
"I like to use a National Football League analogy," he said. "You take the best draft picks, compensate them well, cultivate them to start for the team one day, hopefully win the Super Bowl and get your return on investment from the initial hire."
Learning Is Earning: Training the Next Generation
Once companies stop viewing the development of young talent as a luxury and start viewing it as a necessity, what are the best strategies for grooming members of Generation Z for success?
Management experts point to these tips:
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