Group of gen z professionals working in a lounge
getty
We are in a soft skills crisis.
Leaders say today’s entry-level employees aren’t job-ready, with more than half blaming young professionals’ lack of soft skills. The absence of communication and problem-solving prowess are important, but the concerns go further: three in four managers report difficulty working with Gen Z, citing gaps in technical skills, effort and motivation.
Some of this can be traced back to their circumstances. Much of Gen Z entered the workforce during the COVID-19 pandemic and its aftermath, missing out on early in-person professional experiences and the informal development of workplace norms—as well adult socialization skills in general.
Moreover, professionalism is often treated as "common sense.” In reality, it’s a learned behavior—one typically developed through observation and exposure to workplace norms. When that foundation is missing early in professionals’ careers, managers are left teaching email tone or meeting etiquette—pulling time away from higher-level strategic goals. And in many cases, they don’t take the time to help, leaving new hires in the dark.
It’s clear the current model isn’t effective.
Companies need to build "social infrastructure”—a more explicit approach to teaching the unspoken rules of work. This is a method championed by filmmaker and content creator Erin McGoff on her social media pages and in her new book, The Secret Language of Work, which recently hit the New York Times bestseller list. McGoff has built a business—and a large online following—by helping people decode the hidden expectations of the workplace.
“I was tired of seeing the same thing over and over again: hardworking, honest, smart people get passed over for opportunities simply because they didn’t know the unwritten rules of the workplace,” McGoff said. “Good career advice isn't equally distributed. People who were born into privileged families are taught this language from day one—how to network, negotiate, interview, and more.”
McGoff said it’s become her mission to democratize access to practical, "hyper-helpful" career advice, and hopes her book empowers young professionals to use language to achieve their career goals.
Here’s how leaders can close the professionalism gap, according to McGoff.
Young professionals are entering the workforce—but aren’t fully prepared for it.
Many have had to navigate a tough job market to even begin their careers. More than 5% of recent graduates are unemployed, and 42.5% are underemployed. And once they begin working full-time, those formative years spent behind a screen reveal a fluency gap: employees know what to do, but not how to navigate the social dynamics of the workplace.
This isn’t just an issue of Gen Z occasionally committing social faux pas. Sixty-two percent of employers believe that this lack of soft skills presents a major barrier to Gen Z’s workplace success—one that directly impacts how they’re perceived, supported and promoted.
This affects long-term growth. Professionals who struggle to build relationships at work, respond effectively to feedback or advocate for themselves are more likely to stall out early in their careers.
Closing this gap requires more than technical training. It necessitates learning the unwritten rules of work clearly, consistently and early.
Instead of treating McGoff’s The Secret Language of Work as optional tips and tricks for office workers, leaders should think of it as a practical manual for navigating the modern workplace.
Here’s why: Managers often avoid giving "soft skill" feedback because it feels too personal. Using a book as a third-party reference point makes these conversations objective rather than subjective.
Here are a few takeaways from McGoff’s book that young professionals can apply immediately:
McGoff provides practical scripts for high-friction moments—like asking for a raise, admitting to an error or pushing back on a deadline. She also outlines how to identify the type of conversation you’re in and how to adapt your communication style accordingly, reducing the likelihood of misalignment.
But words alone aren’t enough. McGoff emphasizes the importance of pairing language with the right mindset and body language, ensuring the message lands as intended.
For many early-career professionals, informal conversations can feel like the hardest part of the transition to the office. McGoff introduces simple frameworks, like the PAGE method, to make those interactions easier:
Not intended to be asked all at once, these prompts help new hires keep conversations moving, especially in those first few months when everything—and everyone—is new.
This isn’t just about being friendly. It’s about teaching young professionals the strategic value of building internal networks that later influence access to projects, resources and opportunities.
McGoff also addresses a common challenge for younger employees: how to take ownership of their work without taking on unnecessary stress.
One framework she introduces is the distinction between “Me Problems” and “You Problems.”
A “Me Problem” is an issue that hasn’t been communicated. It becomes a “You Problem” once it’s shared—giving a manager the opportunity to respond or support. It doesn’t mean handing off responsibility. It means communicating early—especially when workloads become unrealistic or priorities are unclear, something that might be difficult for early-career employees.
This method also requires perspective. Not every stressor is actionable, and part of professional maturity is learning what to escalate—and what to let go.
This is just a snapshot of what new hires can gain from McGoff’s The Secret Language of Work—and what companies can reinforce through more explicit guidance.
There are clear business reasons to invest in young professionals’ adjustment to office life.
When employees feel competent, they’re more likely to stay. Providing clear guidance on the unwritten rules of work reduces imposter syndrome and the uncertainty that may drive early resignations.
Workplace norms weren’t designed with everyone in mind. As a result, these “unspoken norms” can be harder to access for women and people of color. Making those rules explicit early on helps level the playing field—and expands access to advancement.
Teaching the basics of office communication sets the stage for more advanced conversations, like negotiation. Failing to negotiate a starting salary can cost an individual over $1 million over a lifetime, making this a long-term investment in your team’s financial—and overall—well-being.
Just as importantly, shared norms reduce friction. When everyone understands how to operate and communicate, collaboration becomes faster—and easier.
It’s time to stop over-indexing on new hires’ “polish”—especially when so many were never taught it.
Leadership today requires more than just direction. It requires translation. Equipping teams with a shared social toolkit like McGoff’s The Secret Language of Work isn’t hand-holding—it’s building an organization that operates effectively.
When everyone speaks the same professional language, the focus shifts back to where it belongs: the work.
此内容由惯性聚合(RSS阅读器)自动聚合整理，仅供阅读参考。 原文来自 — 版权归原作者所有。