Mentoring as the Basis of Motivation for New Generations

As Generation Z (those born after 1995) increasingly enters the labor market, it becomes clear that they bring entirely different expectations and work habits compared to previous generations. For them, one of the strongest drivers of professional development is real-world experience combined with genuine support — in other words, mentoring.

This generation is not just looking for a job; they seek meaningful experiences, opportunities for growth, purpose, and balance. They choose workplaces where they can learn, contribute to processes, and feel that their work truly has an impact.

Mentorship-supported practical experience not only helps launch their careers but also builds confidence, credibility, and expertise.

The Motivational Power of Real-World Experience

While universities and colleges provide essential theoretical knowledge, the development of practical skills often takes a back seat. Students are frequently left to seek out opportunities on their own to try what a profession is really like in practice. This is especially true in dynamic, complex fields where no single template fits all — such as marketing, IT, communications, finance, or HR.

In the early stages of career exploration, it’s critical for young people to have space to learn and make mistakes. Mentoring provides not only guidance but also a safe environment where they can experiment, ask questions, and grow.

Experience shows that this type of supported learning gives young professionals the self-assurance to eventually build a career path, start their own business, or become long-term loyal employees.

What Does Generation Z Expect from the World of Work?

Numerous studies (e.g. McKinsey, Deloitte, Gallup) examine how Gen Z perceives today’s workplaces. The results are consistent:

• Flexibility: Most do not want to spend 8 hours a day in an office — hybrid or remote options are expected.
• Value-driven workplaces: They seek employers that operate ethically, transparently, and with social responsibility.
• Personal growth: "Basic training" is not enough — they want to learn, create, and contribute meaningfully.
• Technological fluency: They are confident using AI and digital tools and expect them to be available at work.
• Mental well-being: They actively avoid burnout and value healthy work routines, rest, and psychological safety.

These expectations cannot be met with one-size-fits-all programs. What’s needed are personalized internship opportunities, meaningful tasks, and real mentoring relationships.

Mentoring as a Long-Term Investment

Many employers still view student workers as temporary help. However, if given real opportunities, space to learn, and ongoing support, these young people will:

• integrate quickly,
• stay committed long-term,
• or even launch their own businesses — potentially becoming future partners.

The advantage of a mentorship-driven internship program is that from day one, it gives young professionals real responsibilities, clear goals, and a supportive structure for growth.

This is not only valuable for entry-level talent but also for companies seeking future-ready teams who understand the organization’s culture and direction from the start.

Offering Opportunities: A Responsibility and a Competitive Edge

The message is simple: shaping tomorrow’s workforce must begin today.

Student jobs don’t have to mean administrative work or shelf-stocking. It’s worth creating roles where young people can engage with projects aligned with their interests — such as project coordination, communications campaigns, development tasks, or analytics work.

This is not just a win-win scenario — it’s a competitive advantage.

Motivated, conscious, and skilled young workers won’t appear out of nowhere — they need opportunities, trust, and mentorship.

That’s how they become tomorrow’s leaders, experts, colleagues — or even business partners. And that’s not just a vision. That’s responsible, forward-thinking HR strategy.