This topic has been showing up on my feed more lately, and it is also something I’ve been aware of through my personal and professional connections. You’re likely noticing it as well, especially if you have children, grandchildren, or employees in this age group.
It resonates with me personally. When I was in my mid-to-late 20s, I was also looking for older, wiser voices to help guide me. That was before we started labeling generations to define where we fit. I recently told a group of young men at an event, “I was once your age — and I can relate to what you’re facing.” Imagine that, me, once their age!
Have you noticed how often younger professionals ask for advice, feedback, or just a few minutes of your time? It’s not because they’re lost — it’s because they’re looking for someone who’s been there before. I certainly see this with my involvement with the Young Engineers of ASHRAE (YEA) at the leadership weekends I conduct.
Recently, my colleague Lydia Paulger and I dug deeper into this growing trend. We found some compelling research from Deloitte’s 2025 Gen Z and Millennial Survey and MentorcliQ’s Mentoring Trends Report. The data confirms what many of us are sensing: Gen Z isn’t chasing titles or quick wins. They’re searching for seasoned voices — people with lived experience who can help them navigate the messy, unpredictable path of building a career and a life.
1. They Want More Than Money
According to Deloitte, 86% of Gen Z and 84% of Millennials say they’re actively looking for mentorship and guidance in their careers. What they’re really seeking is growth with meaning — a balance between success, well-being, and purpose.
As Deloitte puts it, these generations “are actively seeking growth, but also support and balance.” They don’t just want a paycheck. They want perspective.
2. Soft Skills Over Software
In the U.S. version of Deloitte’s study, younger workers ranked communication, empathy, leadership, and networking above technical and AI skills.
They already know how to learn online — but they want what can’t be streamed or downloaded: real human insight. Someone who can say, “Here’s what I learned the hard way,” or “Here’s what I’d do differently if I were in your shoes”, or “Have you considered X?”
But there’s a problem: Deloitte found that while half of Gen Z employees want their managers to mentor them, only about a third say it’s actually happening. The gap isn’t about interest — it’s about time, priorities, and culture. Managers are too busy managing to be mentors or just trying to survive themselves. Some of them are just bad at it because they did not have mentors. Many Boomers worked in organizations and for bosses who lived by the motto “no news is good news”. Unfortunately for many, when the boss came to meet them, it was because of problems or to terminate them.
3. Gen Z Learns Through People
MentorcliQ describes Gen Z as “social learners.” They grow through conversation, connection, and feedback — not manuals or webinars.
Yet even though more than 80 % say having a mentor is essential, only about half have one. That leaves a lot of bright, ambitious young professionals looking outside their organizations for guidance. They’re showing up at networking events, on LinkedIn, and sometimes… right in your inbox.
As MentorcliQ notes, “Gen Z thrives on engagement. They seek mentors who can meet them where they are and be collaborative, connected, and authentic.” This also supports the “return to office and to connection” that many are seeking. This is especially true if they were hired during COVID and worked remotely and only had virtual contact with managers and colleagues for several years.
Notice the following three categories in the chart below to see what employees believe they need relating to mentorship and support compared to what they actually receive. There is work to be done!
- Provide guidance and support to team members.
- Inspire and motivate the team.
- Teach and mentor employees.
4. The Invitation for Seasoned Leaders
Here’s the opportunity: If you’ve built a career, led a team, or learned a few lessons the hard way, you’re exactly who they’re looking for.
You don’t have to have all the answers. Just start small:
- Invite a younger colleague for a coffee or go for a walk and chat.
- Ask what they’re working on and what’s challenging them professionally and even personally. Don’t pry, just ask the question and create the space to interact.
- Share one story that shaped you and had a significant impact on your development or outlook on life.
- Be vulnerable and open – show your humanity and uncertainty on some matters.
- Join them in an activity such as a community event or serving on a committee together. Activity builds bonds.
Sometimes the most powerful thing you can offer isn’t advice — it’s your presence. Simply showing up is a gift!
The next generation isn’t just looking for mentors. They’re looking for models of balance, resilience, and humanity in a world that’s always on.
And maybe, just maybe, that’s how we all keep learning and growing — together.
Mentorship is at the heart of meaningful growth. If you are an emerging leader ready to be challenged to become your best self, find someone to connect with and start your leadership development journey.
Sometimes, the right conversation can change everything.
Here are the links to the resources we referenced:
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