Does Gen Z want too much too soon?
Why their ambition is exactly what your company needs
You probably know it: a young colleague who is just starting out is already asking for more responsibility or promotion. Ambitious, driven and maybe a little impatient? Typical Gen Z, right? Some companies find this difficult. But at Ormit Talent, we see opportunities. Because what if that ambition is exactly what your organization needs to remain successful?
Why Generation Z wants to grow so fast
These young talents grew up in a digital world where instant results, quick feedback and social media success stories are the norm. As a result, they also expect to make an impact quickly in their work. What they care about:
- Making an immediate impact – contributing to visible and valuable results.
- Experiencing meaning – understanding how their daily tasks connect to the greater purpose.
- Continually growing – always learning new things and challenging themselves.
Now you may be thinking: do they expect too much? But what if you use this ambition as the key to progress for your organization?
Frustration as indicator for growth
Noticing that young employees are feeling restless or frustrated? Don’t see it as difficult behavior, but as a clear signal: they want more.
Maybe they’re lacking challenge, feeling underutilized, or struggling to see growth opportunities.
This is the moment to start a conversation and explore their potential together.
5 ways to support Generation Z’s ambition
You work with young talent. This means that sometimes you have to say no to their expectations while still keeping them motivated. Want to harness the energy and ambition of Gen Z effectively? Your investment in their talent and determination is key.
Here are five strategies to help young talent thrive while giving your organization a boost:
01
Give responsibility that matters
Let young employees contribute to important projects from day one, whether it’s innovation, digital transformation, or strategic initiatives. When they see their work has real impact, they learn fast and stay engaged. This makes their role meaningful and strengthens their sense of involvement.
02
Make mentoring effective and personal
Pair young talent with experienced colleagues who can help them clarify and set realistic expectations. This accelerates their growth and keeps them motivated. Mentoring also ensures valuable company knowledge and lessons are passed down effectively.
03
Give them ownership
Gen Z is entrepreneurial and eager to learn. Encourage them to identify their talents and learning goals, and provide the support and tools they need to achieve them. This boosts both their engagement and performance.
04
Give continuous and constructive feedback
Regular, honest feedback helps young employees gain insight into their development and prevents misunderstandings about their role and performance. Provide feedback after every milestone. Not sure how? Watch this one minute long video on how to give effective feedback.
05
Give them perspective
Show how their current role connects to future career steps. Make these steps tangible so they understand why investing in their current position is worthwhile. Involve HR if needed and guide them in shaping their career path within your organization.
Ambition as a driving force in your organization
Ready to harness the power of young talent?
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