The pandemic was hard on everyone’s mental health, but some would argue that Gen-Z felt it most—from missing out on milestone social moments (e.g., graduation, prom, etc.) to crippling student debt, unaffordable housing and entering the workforce in a work-from-home environment. More so, according to Harvard Business Review and U.S. Surgeon General Dr. Vivek Murthy, Gen-Z is experiencing a "youth mental health crisis."

By the end of the decade, Gen-Z will make up a third of the workforce, according to the U.S. Bureau of Labor Statistics. In their personal lives, they crave connection and authenticity. That is no different when they report to work for the day via Slack or when they are on conference calls via Zoom. Because most of Gen-Z entering the workforce over the past couple of years has had a disconnected experience with a lack of in-person options, this generation is also facing a soft-skills gap—especially in communication and networking skills, which is supported by recent studies from Salesforce.

As we become more connected via technology, the rates of loneliness and disconnection are increasing. Many employers aren’t providing the physical space or training to support a sense of human connection at work. Now is the time to reconsider how we support our team members outside of their everyday jobs.

Giving back or volunteering is becoming a top retention strategy for corporations. A 2022 study on talent retention found that "companies see a 52% lower turnover among newer employees when they participate in purpose programs."

Below are a few ideas for leaders to consider when evaluating volunteer opportunities for next-gen workers:

  • Focus on opportunities that create a greater sense of belonging.
  • Be encouraging.
  • Help them connect the dots.

Read the full article about volunteerism by Dena Trujillo at Forbes.