Why Gen Z professionals in Jersey need relationships not just networking
Posted on 22/10/26
Research by LinkedIn reveals that despite being connected online, 72% of Gen Z professionals feel disconnected from people who could help them with their career.
The difference between knowing people and feeling comfortable reaching out to them became a central theme at the inaugural Jersey Funds Association NextGen event.
Shelley Kendrick, Managing Director, Kendrick Rose, explained: “Many of us have hundreds of connections on sites like LinkedIn, on social media, and in the wider community. But how many do we really know? We live in an era where we can contact virtually anyone, yet barriers to getting in touch with people are higher than ever for younger professionals.”
Opportunities come through people
Over 120 people working across Jersey’s Funds sector attended the event at the Royal Yacht, with presentations covering topics from what constitutes a fund to the growing role of AI. Shelley’s presentation addressed the issue of how to align the theory of connecting with others, to the reality many young people face.
“We have had some incredible feedback from participants, showing the topic really resonated. It raises interesting questions, not just from a talent acquisition and retention standpoint, but for everyone invested in Financial Services in the island. How can we help create more honest, valuable conversations that make the industry feel more accessible to the next generation?
“Most careers change because of a conversation, not because of a job advert. Processes rarely create turning points on their own, people do. Working in recruitment across Jersey's funds industry, we're seeing employers place increasing value on communication, relationship-building and professional reputation alongside technical capability. In a market as connected as Jersey, many opportunities come through conversations, referrals and recommendations before they ever appear on a job board. That's why building your network early matters."
Introductions are not relationships
The LinkedIn data indicates that while Gen Z know professional connections matter, they struggle to build them. 64% say no one has shown them how to build professional relationships, 53% don’t know how to get started, and 52% don’t know how to turn contacts into real connections.
Shelley said: “In Jersey, like in many other global financial services hubs, we have no shortage of networking opportunities. However, most networking events don’t create relationships, at best they create introductions, and that’s if people even talk to people other than their colleagues. Conversations often stay at a surface level, business cards exchanged but nothing happens afterwards.”
But how well do we really need to know someone for a professional connection to be valuable? Research by MIT, involving 20 million LinkedIn users, found that relatively weak professional connections can be particularly valuable in helping people find new jobs. The findings suggest that career opportunities do not always come from the people we know best, but often from acquaintances who can introduce us to different people, information and opportunities.
“Rather than thinking about networking, Gen Z may be better thinking about how they can have meaningful conversations, something that can come about from being curious, learning, solving problems and having experiences with other people. When developing professional connections, it is not about trying to be everyone’s best friend but becoming a good acquaintance.”
Confidence is being willing to start a conversation
According to LinkedIn, Gen Z’s problem stems from issues over confidence. From the sample surveyed, 37% said they were worried about bothering people, 37% feared being judged, and 34% were concerned they would sound inauthentic.
Shelley said: “One of the biggest myths about networking is that it's about selling yourself. It’s about curiosity and genuine connection. Confidence doesn't mean being the loudest person in the room. It means being willing to start a conversation, to ask questions and seek advice. Those small interactions often become the foundation of long-term professional relationships and older professionals are often happy to help.”
However, the issue extends beyond networking. Research from the CIPD found that 64% of employers believe young people often lack important social skills in the workplace, while only 28% believe young recruits are well-prepared for working life. It raises the question of whether employers and experienced professionals should be doing more to help younger colleagues develop confidence through everyday interactions.
Combine technical capability with the skills that make us human
With AI advances changing the jobs landscape faster than we can write this article, human skills, such as being able to talk, listen, and understand each other become even more important for anyone who wants a job, let alone to have a successful career.
The World Economic Forum's Future of Jobs Report 2025 reinforces the importance of human skills in an increasingly technology-driven workplace. Alongside growing demand for AI and technological expertise, employers expect skills such as creative thinking, adaptability, curiosity and leadership to become increasingly important by 2030.
Shelley said: “Technical knowledge remains essential, but the ability to communicate, collaborate and build relationships is becoming increasingly valuable. The opportunity isn't to compete with AI, but to combine technical capability with the skills that make us human.
"When employers talk to me about early-career talent, they're looking for much more than qualifications. The skills that stand out are adaptability, curiosity, communication, commercial awareness and a willingness to learn. The people who progress fastest are often those who actively seek feedback, build relationships and make the most of opportunities around them.”
Practical steps to develop relationships
Since the pandemic, and through the advance of technology, the way we work has changed. We spend less time in offices and communicate more digitally. This means some people have not been in proximity to their own colleagues, let alone had the opportunity to get to know people in other parts of their company properly.
Shelley said: “One thing I love about Jersey is that relationships still matter here. This is a place where reputation matters, visibility matters, and trust matters. It is ultimately a place where people know people.”
So, what to do if you want to be a person who knows people? Shelley concluded her presentation with a practical example.
"Open your contacts and find one person you haven't spoken to for at least a year. Someone you respect. Someone who helped you. Someone you lost touch with or only met once. Don't ask for anything. Just send a message because you're curious to make contact again. Say: ‘You crossed my mind today. Hope you're well. It would be great to catch up sometime.’ By doing this some of you will have done more for your network than you've done in the past year. And I suspect it will be more valuable than attending five networking events.”
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“Rather than thinking about networking, Gen Z may be better thinking about how they can have meaningful conversations, something that can come about from being curious, learning, solving problems and having experiences with other people. When developing professional connections, it is not about trying to be everyone’s best friend but becoming a good acquaintance.” - Shelley Kendrick, Managing Director, Kendrick Rose