The Gen Z soft skills gap: Preparing the next generation for success

There’s no denying it: the Gen Z soft skills gap is one of the hottest topics in HR circles today. As this newest cohort continues to enter the workforce, more and more businesses are realising that while their technical skills might be on point, many are lacking in the so-called “soft” skills that keep workplaces functioning. From communication to collaboration, critical thinking to emotional intelligence, there’s a growing workforce skills gap that organisations across the globe are now grappling with.

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According to the British Council, many Gen Z professionals struggle with workplace readiness, particularly in areas such as resilience, adaptability, and interpersonal communication. This trend is contributing to a wider skills gap in the UK and beyond, raising serious questions about how well our educational and societal systems are preparing young adults for the realities of modern work life.

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So, what’s causing this gap, and what can we do about it?

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What do we mean by “soft skills,” anyway?

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Soft skills are the intangible, non-technical capabilities that enable people to thrive in a professional environment. They include everything from active listening and problem-solving to teamwork, empathy, time management, and conflict resolution. They’re the human skills that make workplaces tick, and they’re becoming more critical than ever.

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Unlike hard skills, which can often be acquired through a course or certificate, soft skills are developed through experience, feedback, and intentional learning. They’re essential for leadership, collaboration, customer service, and nearly every other aspect of modern work.

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But here’s the problem: Gen Z might be the most tech-savvy generation ever, but according to Fortune, many employers report that they’re also the least prepared when it comes to these core workplace behaviours.

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Why Gen Z is falling behind on soft skills

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Several factors contribute to the Gen Z soft skills gap. First, consider their upbringing. Many Gen Zers spent a significant portion of their formative years glued to screens, both for learning and socialising. While this digital fluency has clear advantages, it also means that many of them have missed out on real-world, in-person experiences where soft skills are often developed.

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Then, of course, there’s the pandemic. The COVID years disrupted education and cut off many young people from work experience placements, internships, and even their first jobs. As a result, many Gen Z individuals entered the workforce without the typical trial runs and face-to-face interactions that older generations had benefited from.

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This lack of exposure has made it more challenging for Gen Z to grasp some of the subtle yet critical elements of professional life, such as reading the room in a meeting or resolving a disagreement with a colleague diplomatically. And since remote and hybrid work models are still the norm in many industries, Gen Z employees aren’t always getting the same coaching and mentoring opportunities they might have had in the office.

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Employers are noticing (and struggling!)

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It’s not just speculation. Employers are feeling the impact of this skills gap in real time. According to LinkedIn's 2019 Global Talent Trends report, 89 percent of recruiters say when a new hire doesn’t work out, it’s usually because of a lack of soft skills. For businesses trying to build high-performing teams, that’s a big issue.

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Many hiring managers have expressed frustration that while candidates’ CVs might look great, their behaviours in interviews, or their ability to work collaboratively once hired, often don’t match up. This is especially true in client-facing roles, leadership pathways, or any position that requires frequent communication.

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The challenge is compounded by the fact that soft skills are notoriously hard to measure. You can test for Excel proficiency or JavaScript knowledge, but how do you quantify emotional intelligence or curiosity?

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The ripple effect on teams and performance

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When employees lack soft skills, the whole team can feel it. Miscommunication, low morale, poor conflict resolution, and decreased productivity are just some of the issues that arise. If a team member lacks the confidence to speak up or the tact to manage a tense conversation, it can impact not just their performance but the team’s overall cohesion.

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Without addressing the Gen Z soft skills gap, companies risk building teams that are technically capable but emotionally disconnected. And in an era where collaboration, adaptability, and innovation are essential for navigating change, that can spell serious trouble for long-term growth.

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Rethinking how we prepare Gen Z for success

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So, what can be done? First off, it’s time to move beyond simply blaming younger workers. The responsibility doesn’t rest solely with Gen Z. It also lies with the systems meant to prepare them, as well as with the organisations that hire and develop them.

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Universities and training programmes need to integrate soft skills training into their curricula, not treat them as nice-to-haves. The emphasis on academic and technical achievement has left a gap in the development of real-world, human-centric capabilities. More roleplays, group projects, peer feedback, and experiential learning could help round out young professionals' readiness.

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Equally important is what happens after Gen Z enters the workforce. Businesses need to invest in development pathways that include behaviour-focused feedback, coaching, and personalised development plans. A one-size-fits-all onboarding process won’t cut it anymore.

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Learning doesn’t end with onboarding

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Ongoing professional development is critical. As noted by the Harvard Business Review, companies that commit to continuous learning see greater employee engagement and retention. For Gen Z, who often value growth and feedback, this kind of investment can make all the difference.

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However, traditional training methods may not resonate with them. Gen Z prefers interactive, bite-sized, and self-directed learning formats. That means rethinking workshops, using gamification, and integrating feedback loops that feel more like coaching and less like a classroom lecture.

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Moreover, managers need to be equipped with the tools to support younger employees. Too often, people are promoted into leadership roles without the skills or support to nurture soft skills in others. Investing in leadership development across all levels of the organisation can have a ripple effect.

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Tech can help, but it’s not the full solution

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Gen Z is a digital-first generation. So, it makes sense that technology can play a role in helping close the skills gap. Digital assessment tools, virtual simulations, and psychometric testing can help organisations identify where skills are lacking and provide tailored solutions.

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Platforms like Coursera, LinkedIn Learning, and Mind Tools offer plenty of resources. However, these only work when businesses create the space and culture that enable development to actually happen. Without that, even the most high-tech solutions fall flat.

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How can we better measure soft skills?

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One of the biggest barriers to tackling the Gen Z soft skills gap is that organisations aren’t always sure how to assess these traits in the first place. That’s where behavioural science comes in.

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At Thrive, we believe that data can play a powerful role in shaping better people decisions. Using validated psychometric assessments, we can help organisations identify which soft skills a candidate or employee already has and which ones need strengthening. Our tools allow employers to go beyond gut feelings and get a scientific understanding of each individual’s strengths, gaps, and potential for growth.

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Want to know if a candidate has high emotional intelligence? Curious whether your team is lacking in resilience or critical thinking? In just 12 minutes, our platform can show which behaviours are missing from your business, highlight team strengths, and pinpoint individual development needs.

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It’s not just about hiring smarter. It’s about developing your people in a way that’s personalised, scalable, and informed by behavioural science. Whether you’re hiring or upskilling, Thrive helps you transform employee performance with data-backed insights and tools.

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Let's future-proof your business together. Soft skills are only going to become more important from here on out!

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