I'm a LinkedIn career expert and these are the do's and don'ts for working with woke Gen Zs in the office - as bosses slam 'nightmare' youngsters who rarely commit to a job in the long term and are 'scared to pick up the phone, preferring text and email'

Gen Z workers have flocked into the office, leaving many people bewildered and unsure how to deal with the often woke youngsters.

Since the pandemic, young people have become increasingly dependent on the welfare state, as the Mail revealed earlier this year. 

Generation Z is thought to include people born between 1997 and 2012, meaning anyone aged 12 to 27.

A report from Deloitte said: 'Gen Z will soon surpass Millennials as the most populous generation on earth, with more than one-third of the world's population counting themselves Gen Zers.'

It added: 'As more Boomers enter retirement, Gen Z will be replacing them, bringing with them an entirely different worldview and perspective on their careers and how to succeed in the workplace. 

Young people aged 20 to 24 change jobs more frequently than any other generation

LinkedIn career expert Charlotte Davies (pictured) said Gen Z workers may be less confident interacting with other generations as they worked from home during Covid

'Understanding the forces that shaped their views, career aspirations and working styles is essential for companies looking to attract them.' 

Car leasing boss James McNeil, 38, told The Telegraph working with Gen Zers was a 'nightmare' as many were 'afraid of getting on the phone' and thought 'everything should be done via email or text'.

LinkedIn career expert Charlotte Davies told MailOnline Gen Z were the 'fastest growing audience' on the platform.

She said: 'Despite nearly all professionals working in multi-generational environments, there appears to be a lack of communication between different age groups and professionals are slipping into career echo chambers - only speaking to their peers and missing out on ways to boost their career.

'As a generation who entered the workforce amongst hybrid and remote workplace settings, Gen Z are missing out on informal observations and vital cues that traditionally guide behaviour and collaboration, so it's vital that employees actively engage with them in a meaningful way.'

Here are her five tips on how to work with Gen Z professionals and one thing to avoid at all costs...

Provide opportunities for professional development

As four in 10 Gen Zers say opportunities for growth and learning are the biggest priority when evaluating a company's culture and values, it's important that organisations create an environment in which they feel they can thrive. 

Young professionals are very aware that they might not have lifetime jobs. They are far more likely to have 'squiggly careers' and forge their own professional paths, knowing that they'll face a lot of change and upheaval with new technologies like AI, so invest in opportunities for them to develop professionally. 

That could be learning and honing a new skill or exposure to a new team or the wider business, for example.

Understand what motivates them and why

It's well documented that Gen Z are strong advocates for work-life balance and have different attitudes towards work styles. 

Consider taking a step back to understand why this resonates with them so much. 

Many young professionals took their first steps into the workplace during the pandemic. 

The spotlight was firmly on the importance of staying healthy and they learned to work from anywhere. 

Car leasing boss James McNeil, 38, said working with Gen Zers was a 'nightmare' as many were 'afraid of getting on the phone' and thought 'everything should be done via email or text' (Stock image)

It therefore makes sense that they value companies which promote work-life balance and offer flexibility around where they work. 

This way of thinking will help to promote an understanding and break down outdated and unfounded stereotypes.

Create experiential learning environments

With the majority of Gen Z professionals entering the workforce in remote and hybrid settings due to the pandemic, they are the least likely to feel confident interacting with other generations even though they recognise the importance of networking for their careers. 

Encouraging interactive activities like regular team brainstorms, face-to-face meetings and open communication channels can help foster inclusivity.

By creating environments in which Gen Zers feel comfortable to share their ideas and opinions, this will engender more impactful collaboration and drive their development. 

Also, consider inviting them to networking events and introducing them to your connections, this way Gen Z can start to build their professional network and gain confidence in this area.

Support soft skills development

Our research shows that half of employees recognise that professionals who started their careers in the pandemic, predominantly Gen Z, need additional support with developing soft skills such as communication, leadership and empathy. 

A total of 38 per cent say they'd ask another generation for advice on career goals, Gen Z demonstrate an openness to learn, so helping plug some of the gaps that the pandemic left can show you're on their side.

LinkedIn career expert Charlotte Davies shared her tips for working with younger Gen Z professionals in the office (Stock image)

Try opening up avenues to actively engage with your Gen Z colleagues by welcoming them into conversations and asking for their opinions and feedback. 

Fostering open communication in a workplace is beneficial to all employees and creates stronger teams. 

With LinkedIn data revealing that communication is the most sought after skill from UK employers, free resources such as Communication Foundations from LinkedIn Learning can be a great help.

Ask them to become your reverse mentor

LinkedIn data shows that Gen Z are least likely to be approached for advice in the workplace. 

However, as the next generation of the workforce, their distinct attitudes and values are shaping the ever-changing working world and so their perspectives are particularly valuable to engage with. 

Consider reverse mentoring — pairing younger employees with more experienced professionals to help fill in possible knowledge gaps. 

This relationship can help you stay on top of current workplace trends and also develop your own career, whilst simultaneously promoting the development of skills such as leadership, communication and networking for your Gen Z colleagues. 

Be sure to commit to regularly having one-to-one sessions and set meaningful goals from the outset.

Do not dismiss Gen Z's workplace values 

Gen Z are most likely to say other generations have misconceptions about their attitude towards work. 

Try to leave your preconceptions at the door and take the time to appreciate that they entered the workforce at different and unprecedented times, and have different priorities as a result.

Instead of being frustrated, try assessing their perspectives before you dismiss them. 

This will be best manifested through honest and open communication styles that facilitate active listening and decrease misunderstanding. 

Additionally, look to support them when it comes to developing more traditional professional skills, such as time management and organisation. 

As Gen Z value stability and transparency, they are willing and eager to receive instant and continuous feedback, as this compliments their desire to grow. 

Instead of working against Gen Z's distinct approach to the working world, take advantage of their drive to improve via regular check-ins with line managers that offer constructive and real-time feedback, as this will serve to keep Gen Z employees engaged and motivated.