For Gen Z graduates in the class of 2024, spring was a celebratory blur. Some of them accepted new job offers, moved to new places, and may have already started work.
But what about those who haven’t? The graduation festivities are over, friends may be far away, and the job search may seemingly have no end in sight. Hello, “postgrad blues.”
Although they cannot be clinically diagnosed, postgrad blues are characterized by feelings of sadness, anxiety, or loneliness that may come when a student leaves college. No more orderly schedule, clearly defined success markers, and community of their peers. To be sure, Gen Zers aren’t the first generation of new grads to face postgrad blues. (Hi, millennials!) But their circumstances—a challenging entry-level job market and greater isolation in the world of hybrid work—may make these feelings more acute.
While they continue to search for jobs, Gen Zers can use this limbo period to work on their personal and professional development. Setting learning and development goals can help ease the transition between a traditional classroom and the expansive (and overwhelming) horizon ahead.
One strategy Z babies could consider is the 3x3x3 approach to learning outlined by McKinsey director of learning Lisa Christensen and coauthors. This framework calls for people to set three specific development goals to be achieved over three months while enlisting three people who can provide accountability and feedback along the way. This method can help make goals achievable, measurable, and repeatable.
Even though Gen Zers in career limbo may be tempted to fill all of their free time with “doomscrolling,” they might instead consider using social media platforms to help build their personal brands. It’s not so far-fetched to apply the principles of consumer brand building to personal branding: a consumer brand should be “sticky and memorable,” one brand exec told McKinsey. A brand should also communicate that it is “special, different, and authentic,” according to McKinsey senior partners Jessica Moulton, Pavlos Exarchos, and Warren Teichner. Consumers are drawn to these things when selecting one brand over another, and employers may not be so different. And in the absence of loads of experience, Gen Zers can convey that they are quality hires by honing their soft and hard skills alike.
Finally, the period just after graduation is an optimal time to build a professional network. During a McKinsey Black Leadership Academy discussion, senior partner Sara Prince and partner Tawanda Sibanda interviewed Barry Lawson Williams, founder of Williams Pacific Ventures, a San Francisco investment and consulting firm, about his experience taking risks and building networks. “In your career, there’s going to be a balance between what is intentional and what is just incidental and lucky,” Williams said. “I encourage you to develop your network so you can position yourself to be lucky.”
Since new grads will likely still have close ties to their college peers and professors, Gen Zers should begin their network building here. University alumni networks may be another helpful resource. And if it really feels like you’re starting from scratch, those same social media platforms that you may be using to build your personal brand can also help you identify and contact working professionals.
Final exams might have seemed tough at the time, but the real work starts now. The slump stops here!
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