The Decline of Soft Skills Amongst Gen Z Employees: A Case Presentation and Possible Solutions

The shift caused by the COVID-19 pandemic has had far-reaching implications on all aspects of life. When the COVID-19 pandemic hit in 2020, the world was thrust into a virtual environment for the first time, which forced us to adjust to different forms of communication and lifestyles. Now that Generation Z is entering the workforce post-pandemic, in person, a significant challenge is presented to this age group and their employers.

Generation Z, defined by the demographic cohort that was born from the mid-1990s to the early 2010s, has had significant challenges alternating their behavior and communication styles after being stuck in a virtual environment for over two years (Maritiz, 2023). In 2020, Gen Z’s were further defined as those who were entering high school to those in the middle of their undergraduate academic programs. This age group has paved the way to dominate spaces where technical skills are needed, however, their ability to navigate and excel in interpersonal relationships and in-person collaborative settings is significantly lacking (Castro, 2023). Gen Z employees often have difficulty communicating effectively, especially when asking for help, and face challenges in forging positive collaborations with colleagues (Castro, 2023). The transition into a fully remote world has negatively impacted Gen Z and hindered the development of essential soft skills needed in a traditional work environment.

Soft skills are defined as people skills. Soft skills include but are not limited to communication, interpersonal skills, negotiation skills, networking skills, leadership skills, problem-solving skills, conflict resolution skills, time management, and public speaking skills (Castro, 2023).

This article explores the challenges faced by Generation Z employees in adapting to a fully “traditional” work environment and the impact that this has on their soft skills in preparation for an in-person work environment. Finally, this article will explore different recommendations for what employers can do to help their Gen Z employees develop soft skills, as well as what Gen Z employees can do themselves to develop these skills.

As someone who is part of Generation Z, I never foresaw the challenges I would encounter accepting a full-time in-person internship at the Law Office of Edward Neufville, III, LLC. I went from working remotely in my own space with my own schedule to being in a traditional work environment where I had to be on-site from 9 a.m. to 5 p.m., with quick deadlines and professionalism at all times. It was a massive shock. This experience exposed me to a harsh reality, my soft skills were not just lacking, they were non-existent.

Having grown up in an environment where my generation was accustomed to quick communication on social media and expressing ourselves through emojis and memes, any environment outside of that norm was uncomfortable for me and many of my colleagues. The switch to a traditional office setting made me realize the dynamics were entirely different than a virtual workspace. Face-to-face conversations, client interactions, formal emails, and fast-paced communication were the norm, and my lack of experience in these areas became evident not only to myself but to my surroundings.

In the traditional workplace, verbal and written communication skills are essential. I found myself wrestling with crafting professional emails and not knowing the right tone to take with my teammates and superiors. I often felt hesitant to speak up or ask questions. I struggled to contribute opinions, fearing that I would be told that I was wrong. That feeling of not ever feeling prepared takes over. A similar experience occurred for Gen Z Legal Marketing intern, Waverly Mclver when interning at the Law Office of Edward W. Neufville III, LLC this summer. Waverly shared, “Interning at a traditional office that runs fully in-person was a different experience than I was used to. Timeliness and presentation are prioritized in a way many individuals in my generation shifted away from when working remotely.”

Similarly, Special Assistant, also Gen Z, Adwoa Andoh shared her experience working in a traditional in-person office post-pandemic. Adwoa shared that, “the transition from a remote environment to working at a traditional office was like stepping into an alternate reality. Working virtually, there’s a sense of flexibility in every aspect. Working at a traditional office emphasized the value of time and professionalism in ways that virtual environments do not fully capture. It was a learning experience.”

For Gen Z, the virtual world has made them unprepared for a fully in-person office environment. Although there is a gap presented amongst this generation, that doesn’t mean companies should stop hiring Gen Z employees altogether (Castro, 2023).

What can companies do to help Generation Z?

Companies can play a pivotal role in helping Generation Z build their soft skills by implementing a range of strategies. In 2025, Gen Z will make up 27% of the workforce, and without effective soft skills, employers risk not having a strong enough workforce. Recognizing that Generation Z needs to learn soft skills after being stuck in a remote world is crucial in understanding why there is such a large gap. Prioritizing crafting a soft skills training workshop for Gen Z employees can significantly address the problem. Workshops focusing on interactive sessions, communication, emotional intelligence, teamwork, and conflict resolution can significantly improve an individual’s interpersonal abilities and strengthen their soft skills (Partida, 2023).

By participating in interactive workshops that focus on practical and real-life scenarios, individuals can learn how to effectively handle different situations and work collaboratively with others in an in-person environment. Generation Z specifically tends to thrive more in interactive environments, where they are more engaged and motivated to participate actively. An interactive space will allow the skills learned from the different scenarios and allow those experiences to be transferred to various contexts (Partida, 2023).

In addition, for Generation Z, learning doesn’t stop at interactive workshops. Incorporating constructive feedback both within and outside of the training workshops will benefit them in the long run. Getting regular constructive feedback from managers and colleagues can be beneficial to identify their strengths and areas for improvement (Partida, 2023). Identifying their weaknesses will allow Gen Z employers to help them reach their full potential through proper training.

Now, what can Gen Z do for themselves? Glad you asked…..

While employers are there as a support system to build the necessary skills needed for their companies, Generation Z individuals can’t rely on them as the only solution. Generation Z needs to understand that building the necessary skills is a combined effort for their own benefit in the long term. It is essential for Gen Z employees to actively work on their soft skills independently to develop their own soft skills in order to achieve personal growth and professional success.

To begin, the best way to develop soft skills for Gen Z employees is to apply for and accept in-person internships. In-person internships provide a unique learning environment for Generation Z to cultivate soft skills that they couldn’t get in a classroom. These experiences expose them to real-world scenarios, allowing them to adapt and develop skills such as teamwork, time management, and adaptability (Bhat, 2023). In-person environments also allow for the development of professional mentors in respective fields. By actively seeking out and accepting in-person internships, Gen Z can immerse themselves in unfamiliar environments, an environment that isn’t solely remote and enhance their ability to work with different people, understand varying work cultures, and navigate challenges independently. Additionally, in-person internships foster critical thinking skills as individuals are often tasked with problem-solving in dynamic situations, ultimately boosting their problem-solving and decision-making abilities (Bhat, 2023).

Finally, Gen Z should embrace uncomfortable situations to get themselves out of their comfort zone. One can see that in accepting in-person internships, seeking out mentors, attending networking events to challenge themselves and expanding their skill set Gen Z can begin to close the gap. Growth often occurs outside one’s comfort zone and by stepping into unfamiliar territory, Gen Z employees can develop resilience, adaptability, and confidence to help them excel in their desired field. Taking calculated risks and tackling new challenges head-on fosters a mindset of continuous learning, pushing them to acquire skills that are essential for personal and professional growth.

Conclusion

Generation Z holds significant potential to be a driving force in shaping the future of work. However, to harness this potential and thrive in the job market, employers and Gen Z must take the initiative to build those soft skills. While companies may provide valuable training, the responsibility for personal and professional growth ultimately lies with the individual too.

Employers will need to act and establish training workshops for their Gen Z employees. By improving their soft skills, companies can help Gen Z individuals become adaptable professionals who make valuable contributions to the success of their companies and achieve personal and professional growth. In addition, Generation Z possesses the agency to drive their own soft skills development by embracing in-person internships and intentionally seeking uncomfortable situations. By taking ownership of their growth and intentionally putting themselves in diverse and challenging situations, Generation Z can build a solid foundation of soft skills that will serve them well in their careers and personal lives. As they shape the future, these skills will not only make them stand out but also contribute to their success and the betterment of society as a whole.

References

Bhat, Anita. “What are Some Top Benefits of Taking An Internship? The Ultimate Guide.” IIM Skills, 22 August, 2023.

Castro, Hollie. “How to Help Gen Z Employees Close the Gap on Soft Skills.” Quartz, 13 July 2023.

Maritz, Stefan. “What Year Is Gen Z? Understanding a Generation.” Blackbear Global, 23 May 2023.

Partida, Devin. “Employers Need to Train Gen Z on Soft Skills.” eLearning Industry, 20 Jan. 2023.