To succeed in today’s complex world of work, businesses must understand their employees and the challenges they face in order to provide the best working environment to drive engagement, productivity and business success.
However, recent research has revealed that a lack of understanding around Generation Z, as well as ongoing wellbeing issues are two key areas of concern for business leaders moving forward.
Gen Z – a misunderstood generation?
HiBob research found that 70% of managers think companies struggle to manage young employees, with 24% of Brits saying they’d replace younger employees with older people if they could. Similarly, a report by the PHA Group discovered that only 38% of executives feel confident in managing a Gen Z workforce.
But why is this?
An IPSOS survey revealed that 70% of businesses are struggling to understand the career aspirations held by this generation, which has undoubtedly contributed to the rise of the ‘Great Detachment’, whereby many younger individuals feel stranded in roles they’re not fulfilled in. Our survey found that just 28% of Gen Z feel that the work they do is meaningful and brings out the best in them – suggesting many organisations are unclear as to how they should engage their younger employees.
Wellbeing – a neglected priority?
Our survey revealed that an increase in both the regularity and complexity of change programmes has left employees struggling with change fatigue – experiencing high levels of stress and burnout. Research from Vitality then found that Gen Z and young millennials are missing the equivalent of a day’s work every single week due to mental health struggles; and yet over one in three (35%) Gen Zs believe their employer does the bare minimum or less, to support their mental health.
So what’s stopping businesses from supporting their younger employees with stress more effectively?
A study by Barnett Waddingham revealed that less than half of businesses (46%) are collecting comprehensive data on stress-related conditions that impact their employees. Underlying issues then remain unidentified and unaddressed, leaving people feeling overwhelmed and unable to navigate workplace challenges. As a result, 71% of Gen Z and millennials would quit their job tomorrow for one that better supports their wellbeing – according to Lifesum’s 2024 State of Healthy Eating and Well-being Report.
How can coaching help provide some answers?
1:1 coaching
Younger employees are feeling detached from their jobs and business leaders don’t know how to anchor them back within their organisation. Coaching can help these individuals embrace and practise self-awareness so that they better understand their values and drivers. Providing a safe space where they can discuss their career aspirations and organisational fit, to then agree on the actions they’ll need to take in order to achieve their career goals.
Their line manager can then work with them to assign tasks and projects that are aligned with what they enjoy doing, signpost them to relevant mobility and development opportunities that support their career ambitions, and build stronger relationships founded upon a clearer understanding of who their team members are as people.
Coaching can also support the ongoing development of employees as they look to navigate change in their working lives. With burnout and mental health challenges proving to be particularly prevalent in young professionals, they’re now increasingly looking for help in managing the demands of their jobs. Coaching support provides employees with the opportunity to develop confidence in their ability to enhance themselves. These conversations can help them build the resilience and mental toughness needed to respond to the challenges of today’s working environment – ensuring they feel supported and therefore ready to drive long-term success for their organisation.
Peer coaching
If faced with a challenge that is proving particularly difficult to remedy in a 1:1 environment, peer coaching sessions can provide employees with a larger support network to lean on. Colleagues will work with a coach to learn from each other – utilising the experience and knowhow of their peers to identify means of overcoming any persistent blockers. Employees can then respond more effectively to challenges and stressors as and when they arise, remaining productive while building lasting relationships with their peers.
The foundation of a successful organisation is its people, and by helping them make sense of their careers and the changing world of work around them, coaching can have a truly profound impact – both on a human level and for business performance and success.
If you think your employees could benefit from coaching support, get in touch today.
