HomeTalentTalent DevelopmentWho provides better career advice? Managers vs. ChatGPT

Who provides better career advice? Managers vs. ChatGPT

  • 3 Min Read

The compass of career advice is taking a fresh turn. With artificial intelligence on the rise, Gen Z is increasingly looking to AI tools for direction, challenging the traditional role of human mentors.

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Shifting gears in career advice

Technology’s rapid change and evolving career goals are forcing a rethink on how we give career advice. Generative AI tools like ChatGPT are making a splash, especially with Gen Z. Nearly half (47%) of Gen Z workers say they prefer ChatGPT’s guidance over their manager’s.

Why the switch? Many Gen Z employees feel their managers are too busy to offer real support for career growth. They crave meaningful discussions, but often face roadblocks. AI tools offer a solution – they’re accessible and give instant (although general) advice.

This trend highlights a broader issue – the need for more engaged leadership. Younger workers want not just advice, but also mentorship and investment in their development.

AI’s limits: one-size-doesn’t-fit-all

While AI tools offer a starting point, they can’t replace personalized advice. Their recommendations are often generic, lacking the details needed for individual career paths. This “one-size-fits-all” approach falls short in real-world application. AI can’t account for different company cultures, industry demands, or specific job roles.

The gap is even wider for neurodivergent workers. AI can’t understand their unique learning styles, so recommendations might not be a good fit. Moreover, AI relies on past data, not real-time insights. This is a big deal in a constantly changing job market.

In short, AI offers broad strokes, but not the depth of a human mentor.

Enhancing managerial skills for effective career mentoring

The responsibility falls on companies to turn managers into effective mentors. Since Gen Z wants more career discussions, managers need the tools and skills to deliver. Training programs that teach managers how to have meaningful career conversations are key. This means open communication and understanding employee aspirations.

Managers should weave career discussions into regular interactions, making them a normal part of the workplace. This allows them to address individual needs, including those of neurodivergent workers, and provide the personalized touch AI lacks. This also helps companies plan for the future by building a pipeline of future leaders.

HR: bridging the gap between AI and mentorship

Human Resources plays a critical role in combining AI’s strengths with human mentorship. HR leaders need to create a system that leverages AI’s vast information while ensuring managers are trained to provide the nuanced support AI can’t. This means figuring out where AI tools can help managers, like offering initial career path advice, and where human intervention is crucial, like personalized development and addressing individual concerns.

HR should also provide continuous learning opportunities for managers, so they can stay up-to-date on evolving employee expectations. By doing this, HR can create a culture where technology and human expertise work together, offering a comprehensive support system for today’s diverse workforce.

The future of career development is a team effort between AI’s broad capabilities and human insight. By working together, organizations can offer a well-rounded approach to career guidance, ensuring employees have the personalized support they need to thrive.

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