Gen Z enters the workforce with undeniable strengths -- digital fluency, adaptability, and a desire to make meaningful contributions. But the pandemic has left lasting marks on their formative years, disrupting their education and early career development in ways we can't ignore. Growing up during the COVID era meant their school years were often spent in virtual classrooms, isolated from the traditional in-person interactions that help build soft skills like communication and collaboration. This is where employers have a real opportunity to step in, offering support that bridges these gaps while tapping into Gen Z's strengths.

Research from The Associated Press-NORC Center for Public Affairs shows that 46% of Gen Z feel the pandemic has made it harder to achieve their educational or career goals -- far more than Millennials (36%) or Gen X (31%). With the right support, Gen Z can not only excel individually but also elevate workplace culture, bringing fresh perspectives and value.

Below are key strategies to help employers empower Gen Z employees to reach their full potential while fostering a more productive and engaged workplace.

Make onboarding about their strengths (while filling in the gaps)

To help new Gen Z hires succeed, leaders need to take the time to identify each individual's strengths and areas for growth right from the start. This can be done through a combination of assessments, open conversations, and regular feedback loops. Ask specific questions during onboarding -- What projects have they enjoyed? Where do they feel most confident? What skills do they want to develop? This helps ensure that the guidance you provide is meaningful and tailored to their unique needs.

Take, for example, a new Gen Z hire who's brilliant with data but feels out of their depth when it comes to presenting in meetings. Instead of a one-size-fits-all approach, an onboarding program that allows them to dive into data projects right away while offering extra support with presentation skills can make all the difference. This strategy plays to their strengths while giving them the tools to grow, ensuring they feel empowered from day one. By identifying these needs early on, you create an onboarding experience where learning and development are prioritized.

Create mentorship programs to accelerate growth and build confidence

Mentorship goes beyond onboarding -- it provides a more long-term, relationship-driven way to support Gen Z's professional growth. While onboarding focuses on integrating new hires into their roles, mentorship offers deeper, ongoing guidance in navigating workplace dynamics. Pair Gen Z employees with experienced colleagues who can help them develop crucial skills like managing stakeholder relationships, understanding office politics, or tackling cross-functional projects.

Imagine a mentorship where an experienced team member helps a Gen Z hire manage a complex project across departments, offering practical advice on navigating collaboration. This one-on-one interaction builds confidence and helps them adapt to areas they may not have fully experienced during their education. And it's not just a one-way street -- mentors often gain new insights from their younger counterparts, learning fresh digital approaches or different perspectives on problem-solving. The mutual benefit strengthens both the individual and the team, creating a culture of continuous improvement.

Build a feedback-rich culture that fuels continuous improvement

Gen Z thrives in environments where transparency is the norm, and they value clear, constructive feedback that helps them improve in real time. Managers play a key role in developing this culture, and according to Harold Fields, Ed.D., Vice President for Student Affairs & Dean of Students at Canisius University, embracing a transparent communication style is critical. "Strategies like those advocated by Kim Scott in her book Radical Candor provide a solid foundation for creating a culture of feedback-rich communication that Gen Z employees value. In Radical Candor, Scott encourages managers to 'care personally and challenge directly.' Just as with mentoring, empowering managers to build authentic, individualized relationships that demonstrate a commitment to the employee's professional growth and overall well-being can be transformative for organizations," Fields explains.

Imagine a Gen Z employee who's managing their first big project. Instead of waiting for a formal review months down the line, a manager who provides regular, bite-sized, direct feedback along the way can make a world of difference. Maybe the feedback is as simple as pointing out how to improve their time management or offering suggestions for collaborating with a team more effectively. This ongoing feedback helps them make real-time adjustments, building their confidence and keeping them aligned with the company's goals. Plus, creating a culture where feedback is a regular part of the conversation encourages open communication and continuous growth -- not just for Gen Z, but for the entire team.