Writing for the Harvard Business Review, Adam Smiley Poswolsky, a keynote speaker on promoting belonging and human connection in the workplace, provides four steps companies can take to "connect and support" their Gen Z employees.

Move over, millennials: Gen Z is entering the workforce. Here are 9 key things employers need to know.

1. Make mental health a priority

According to LinkedIn, 66% of Gen Z workers want a company culture that values mental health and wellness.

Notably, Wellable Labs' 2022 Employee Wellness Industry Trends Report found that 90% of employers claimed they were increasing their investment in mental health programs. In addition, 76% said they increased their investment in stress management and resilience programs, and 71% said they increased their investment in mindfulness and meditation programs.

"A culture built on mental health and wellness goes beyond offering a meditation app; it infuses mental health throughout the organization through policies and programs that take care of your people," Poswolsky writes.

To foster a culture built on mental health and wellness, Emily Anhalt, cofounder and chief clinical officer of Coa, an online gym for mental health, recommends choosing benefits plans that cover or provide a stipend for mental health services.

In addition, employers can offer competitive pay that matches rising inflation, paid time off, expanded family leave policies, childcare subsidies and services, elder care support and parent support groups, and additional pay for work focused on diversity, equity, and inclusion.

Companies can also focus their efforts on addressing employee burnout and exhaustion. For example, implementing flexible work policies, testing a four-day week pilot program, establishing "Friday rest days," "Meeting Free days," and "Do Not Disturb hours," can ensure that employees have adequate time to recharge, Poswolsky writes.

2. Turn onboarding into a community-building exercise

"Employee onboarding is your opportunity to showcase what a culture of mutual support and well-being looks like to new recruits," Poswolsky adds.

A survey by BambooHR found that more than 80% of employees who gave their onboarding experience a high rating consistently hold their organizations in high regard, have higher clarity in their roles, and are highly committed to their jobs.

"For many young employees, onboarding might be their first or second experience ever in a professional setting," Poswolsky writes. "It is incredibly important, especially in a remote or hybrid workforce, that onboarding establish a container of mutual support."

Ultimately, onboarding should focus on allowing new employees to get to know each other while asking questions in a supportive setting—it is not the time to review a lengthy training manual. "Onboarding is a community-building exercise where employees can make a new friend," Poswolsky adds.

3. Coach young talent

According to Poswolsky, "[a]n essential tool for learning and development is cross-organization mentorship and sponsorship, which makes it easier for next-gen talent to secure personal and professional development and promotion opportunities."

In fact, Glint's 2021 Employee Well-Being Report found that the number one factor workers say defines an exceptional work environment is whether they have opportunities to learn and grow. 

Another way companies can support young talent is peer coaching, which is "a process in which two colleagues help each other reflect on experiences, offer support, build skills, and match their work to their sense of purpose." 

4. Swap screen time with connection time

While 77% of Gen Z employees prefer flexible work policies, they do not experience the same in-person connection when they are away from the office, and many feel they "are missing out on potential mentorship and career development opportunities by not being in physical proximity of their manager or coworkers," Poswolsky writes.

"Leaders should remember the power of picking up the phone and calling their team members (over sending an email, messaging them on Slack, or scheduling yet another Zoom meeting), and whenever possible, make time to see colleagues for coffee, lunch, or a walk," he adds.

Ultimately, Poswolsky shares, companies that "want to attract, retain, and engage" their young employees—and workers from other generations—"must put human connection first." (Poswolsky, Harvard Business Review, 6/13)