- I thought Gen Z would love my company because I built a fun and inviting culture.
- However, my first Gen Z intern wanted to explore departments outside of her practice.
- She “quietly gave up” and then left the company four months later because I treated her badly.
For years, I dreamed of working for a company like Google. After all, who wouldn’t want to go to the office on a Monday morning and be greeted by sleep needles, VR summits or Quidditch matches? The whole place was a millennial wonderland with an endless supply of gluten-free cereal bars and baked goods.
The early 2000s was the genesis of open office spaces, open-door policies and open-mindedness. When I started my business, I copied and pasted this format and waited for Gen Z to knock down my door, begging to work for me.
But my neon signs, advertising a fun and diverse environment with great company culture, attracted the interest of only one Gen Z applicant.
Fortunately, it seemed like a good fit for our practice. Her values aligned with my company, and her education and experience matched our needs exactly. But after multiple Zoom meetings, I felt like I was trying to fit a square peg in a round hole.
She clearly decided to “keep quiet” after a week and did not stay after practice. Instead of looking at myself and my company, I blamed the new hire.
My intern had goals I didn’t expect
When I decided to bring on my first intern, I presented my company as a place where everyone belongs and can bring their whole self to the table. Well, I didn’t exactly respect that goal. Instead of taking the time to ask my intern questions and find out what her goals were, I saw her as a solution to my needs.
I hated creating social media campaigns. So when my intern’s resume boasted her experience and educational background in digital communications, I jumped at the chance to bring her on the team and utilize her skills.
But in one of our first meetings, she told me she wanted to explore different departments and figure out if this industry was right for her.
I panicked. I was hoping she would just focus on my need for social media, but she was interested in branching out beyond that.
My cool office culture didn’t seem to appease her or her curiosity to learn more. She quickly lost interest in the company, and I noticed that she “quietly left.” After four months, she left the company permanently.
I quickly learned that Gen Z is different in the workplace
As a geriatric millennial, I didn’t grow up to see my degree separate from my future career plans. I chose classes that made sense for my aspirational goals, and I chose internships that matched my education and background.
But that’s not about Generation Z. They’re interested in exploring and learning — especially during internships. They want a full experience, and that includes trying on different hats to see what fits.
My intern wanted to experience what it was like to live in my shoes, to see the good, the bad and the ugly.
I wish I could tell you that I adapted and was the best boss ever, but I’d be lying. I lost the intern because I couldn’t figure out what to do with it. I ignored her and gave her menial tasks to fill her schedule.
I wish I had done so many things differently
First, I would have broken out of my interview script and recognized him. I would have asked her about her five-year plan, what her hobbies were, and how I could help her achieve her goals.
As much as I wish I had changed sooner, there is a huge part of me that is so grateful for this failure. It taught me to break down a lot of my preconceived notions and think in broader terms to create a place of belonging.
Even though I wasn’t able to keep my first intern, I kept all the lessons she taught me. I will be forever grateful for that.
