Benefits Canada: Employers can help gen Z workers feel less isolated through social activities, mentoring: Experts

This article was originally published in Benefits Canada – written by Sadie Janes.

Generation Z workers may be feeling more disconnected or isolated due to the effects of remote work, but employers can help by providing opportunities for connectivity, says Alexandra Duba, people experience advisor at Xero Ltd.

“It has so much to do with how the [coronavirus] pandemic impacted in-person connection, as well as the impact technology has had on in-person connection over the last decade. Even though we can feel like we’re more connected because of technology, sometimes I think it also inhibits us from feeling a genuine sense of connectivity. And the younger generation seems to be impacted the most.”

Janet Candido, founder and principal at Candido Consulting Group, agrees young workers may be at a social disadvantage due to the effects of the pandemic and remote work. “Older generations have pre-pandemic experience of working in the office, so they had the ability to hone their social skills. A lot of gen Z workers were hired during the pandemic, so they started off working remotely and many still are. Because of this, many don’t have that exposure to know how to read social cues and interact with a colleague. It sounds pretty basic, but it [can lead to feelings of isolation].”

Duba recognizes gen Z workers are more technologically savvy, which can help them adjust in a new work environment, but if they haven’t had much organic in-person experience working with others, it can feel unsettling.

The best way to overcome these feelings is through practice, she adds, noting employers can help by creating platforms for connectivity through in-person meetings and social activities. “When you’re in a remote or hybrid setting . . . it’s on the employer to build programs and engagement opportunities. But when you have a mix of workers at home and in the office, it can be hard to coordinate that. I don’t think there’s a one-size-fits-all solution, but it’s mainly about trying to create opportunities for people to have those moments of connectivity.”

If employers have concerns, Candido suggests they try to bring younger workers into the office periodically, even those who are fully remote. Also, it would help if they ensured the trip to the office is worthwhile for these employees so they’re not just heading straight to their desks to work with their head down, she adds.

“[Foster] those social connections by having group meetings or brainstorming sessions. Get them all together for lunch or something that allows employees to mingle so they can develop the social skills needed at work. General social awareness . . . can be improved [through] coaching and mentoring [as well].”