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Starting your first “real” job can be terrifying. New people, new expectations, fear of the unknown. Gen Z (those born roughly between 1997 and 2012) have faced into a huge number of social, economic and political factors that they haven’t had any control over… the pandemic, the rise of hybrid working, the social media explosion, cost of living, global economic and political uncertainty – all factors that for different reasons are making the transition from education to the workplace a massive leap.
They need support that meets them where they are – to ensure that when they step through your doors they are on a level playing field with their peers, they have more confidence, they have been told what to wear and have the self-belief that they are in the right place and can thrive! We therefore need to support them on this journey not just on day one in your organisations, but before day one.
Work readiness is about equipping young talent with the confidence and competence to show up, speak up, and succeed.
So, What Do They Actually Need?
1. Professional Communication Basics
Gen Z grew up in a world of instant messaging, emojis, and TikToks. This doesn’t mean they don’t know how to communicate, it just means they need support in understanding how communication works in a business setting. They need guidance on email etiquette, managing up, and knowing when to send a Teams message versus when to schedule a meeting. These aren’t skills taught in schools, but they’re crucial for thriving at work.
2. Business Etiquette
From what to wear on the first day to how to navigate hybrid meetings, Gen Z needs guidance. They don’t need rigid rules but authenticity and clear guidance both go a long way. Help them to understand unwritten expectations in the workplace, like when it’s okay to ask questions and how to contribute to meetings
3. The Basics: Where to Go and What to Do on Day One
This may seem small, but clarity around logistics is huge. “What time should I arrive? Is there parking? Who do I ask for when I get there?” These are the kinds of details that reduce anxiety and help your newest team members start off on the right foot. A simple welcome pack or a ‘what to expect’ email can work wonders!
4. Building Their Network from Day One
Gen Z wants to connect with their peers, with their managers, and with the leaders of your business. But many don’t know how to go about it. Facilitated introductions, buddy systems, and networking opportunities with senior leaders (think coffee chats, not intimidating panels) go a long way in helping new joiners feel like they belong.
Learning & Development: Not a ‘nice to have’, But a Priority
Gen Z cares about learning. According to Deloitte’s Gen Z and Millennial Survey, L&D ranks as the third most important factor when choosing an employer.
They’re not just motivated – they’re really hungry to grow. They want to know what skills they’ll learn, how they’ll progress, and what support they’ll get along the way. This is why it’s crucial to have a clear Learning Journey, something that lays out how their growth starts from the moment they accept the offer.
Learning Starts at Offer, Not Onboarding
Too often, the learning journey doesn’t begin until week one. By then, the nerves have already kicked in, the questions are piling up, and that initial excitement may be fading.
Give them access to bite-sized learning in the weeks before day one, this includes short videos, digital introductions, confidence-building activities. Think of it as a “soft launch” into working life. This isn’t about overwhelming them, it’s about giving them the tools to show up with confidence.
Confidence + Competence = Success
Gen Z is ready to work, but they need your help to feel ready and confident. With the right support, they can move from education to employment with energy, enthusiasm, and a sense of purpose.
What next?
If you want to attract, retain, and develop the potential of Gen Z, invest in their learning journey early. Show them you care about their growth and remember to be authentic…
At Amberjack, our EMPOWER programme starts on day of offer for each individual. Each graduate gets access to mobile first technology with microlearning playlists and supplemented by live 1-hour workshops (virtual or in-person) to start connecting as a cohort, building friendships, confidence and engagement before day 1!
To see a demo of the platform and find out more about the programme please contact Jenny Fitzgerald, Head of L&D – UK.
