Scroll Top

Looking for Gen Z Talent? Develop Your Mentorship Programs

Mentorship frameworks that feature a balance of structured guidance and the flexibility for mentees to explore their interests foster an environment where Gen Z employees feel valued and understood.

 

While heritage and quality remain paramount, a new generation of consumers is emerging, and they crave authenticity, purpose, and a connection with the brands they align with. Enter Gen Z, the digitally-native cohort poised to reshape the luxury market as both consumers and employees.

But attracting—and retaining—this discerning group requires more than just a captivating TikTok or YouTube campaign celebrating your brand’s virtues. Your culture matters! Gen Z prioritizes professional growth and a sense of belonging. That’s where well-structured mentorship programs come in.

Why Gen Z Values Mentorship

Gen Z is hungry for both mentorship and development, with 83 percent saying a workplace mentor is critical for their career. The downside? Only about half of Gen Z workers reported having a mentor. This tech-savvy generation thrives on personalized guidance and learning from experienced professionals.

Tailoring Mentorship for Gen Z

Here’s how luxury and premium brand companies can leverage mentorship programs to attract Gen Z talent:

  • Tech-enabled approach: Gen Z is comfortable in the digital space. Offer virtual mentorship options alongside traditional in-person meetings to ensure flexibility and accessibility.
  • Focus on purpose: Move beyond just the technical aspects of the job. Mentors can help Gen Z employees connect their roles to the brand’s values and social impact initiatives.
  • Embrace two-way learning: Recognize that Gen Z brings a unique perspective. Foster “reverse mentorship” opportunities where Gen Z can share their digital expertise with senior colleagues.

Benefits Beyond Recruitment

Investing in mentorship yields benefits beyond just attracting Gen Z talent. Strong mentorship programs:

  • Boost employee engagement and retention: When employees feel supported and have clear career paths, they’re more likely to stay.
  • Enhance innovation: Mentorship fosters knowledge transfer and cross-generational collaboration, leading to fresh ideas and a more dynamic workplace.
  • Strengthen brand reputation: A commitment to employee development showcases your brand as one that invests in its people and prioritizes their growth.

Case Study: LVMH’s Métiers d’Excellence

Back in 2014, LVMH created the Institute of Métiers d’Excellence to ensure its trades and heritage would be passed on to new generations. The group’s Maisons wanted to continue to support and attract, develop and train in trades that were essential to its sector, creating mentorship and apprenticeship programs for over 280 métiers across creative, craft and client experience roles.

In the 10 years since the institute’s creation, over 2,700 people have gone through the program, which has almost an 80 percent placement rate with LVMH.

Mentorship frameworks that feature a balance of structured guidance and the flexibility for mentees to explore their interests foster an environment where Gen Z employees feel valued and understood. Providing clear pathways for progression and recognizing achievements can motivate continued engagement and personal investment in their growth and development within the luxury goods industry.

The Takeaway

Gen Z is a powerful force in the luxury market. By developing robust mentorship programs, you can attract this talented generation and cultivate a future-proof workforce that understands your brand’s heritage while propelling it toward a successful future.

Don’t let the opportunity to revitalize your brand and connect with a new generation of consumers pass you by. Connect with a recruiter at The Bowerman Group to learn how we can leverage our expertise and deep connections to help you recruit the right talent for your luxury brand.