A 2024 survey found that 60% of employers fired Gen Z graduates months after hiring them. Fast forward to now, and the narrative hasn’t changed. I’ve seen this up close and personal. My twenty-three-year-old stepson has a fresh HVAC certification, but he’s gone through seven jobs in less than a year.
So let’s investigate: What’s going on with Gen Z, and why employers are resistant to working with them?
The Gen Z problem
Millennial, Gen X, and Baby Boomer employees have plenty to say about their Gen Z counterparts, and not all of it is nice. They often describe Gen Z workers as:
- Lazy
- Overly emotional
- Difficult to manage
- Lacking basic workplace etiquette
These opinions aren’t entirely baseless. Stories of Gen Z workers showing up late, dressing unprofessionally, missing deadlines, and using inappropriate language have become a common refrain among hiring managers over the past few years. In 2024, these were among the top reasons 6 in 10 employers fired a recent college grad within a year of hiring them.
One Gen Z habit has started to affect hiring in particular: ghosting. Last year, a survey from Resume.org found that 54% of hiring managers have been ghosted by a Gen Z candidate. In some cases, the candidate accepts the offer but never submits the necessary paperwork. In others, they don’t bother showing up for the first day or disappear after the first week.
The impact is substantial. Of the hiring managers who were ghosted, 34% now favor older candidates, and 1 in 10 no longer consider Gen Z candidates at all.
Gen Z deserves some grace
Many of us should remember that we weren’t the cream of the crop early in our careers either. We all had to learn how to navigate office dynamics and what “good work” looked like from company to company.
Gen Z hasn’t had the same opportunities. Pandemic lockdowns marred their prime years for social and career development. Most of the learning they would have picked up never officially happened. So, in situations where we say, “They should know this by now,” we should first ask how they would learn it without the same experiences we had.
Even though employers openly criticize them, Gen Z actually looks to leadership for support, motivation, and mentorship. But they think their managers are missing the mark and are primarily focused on their output.
Plus, contrary to popular belief, 67% of Gen Z are opting to develop skills on their own. Which means if we want Gen Z to succeed, we have to discard some of these beliefs and assumptions.
Misconceptions that have to go
For Gen Z to have a fair shot, we have to step back and examine the common beliefs that shape how we manage and evaluate them.
“They’re not as invested in their career as previous generations.”
Gen Z changes jobs more often. They’re also quicker to walk away when the job isn’t a good fit. From the outside, that looks like a lack of commitment. But as you can see, data tells a different story. They care about their career growth. For many employers, loyalty has traditionally looked like sticking around and paying your dues. For Gen Z, if they’re not learning or being developed, they’ll find a place where they can.
“They’re disorganized and don’t spend enough time on each task.”
At first glance, it can feel like Gen Z is all over the place since they tend to jump between tasks. And they don’t follow the same start here, finish there rhythm that older generations do, which comes off as disorganized.
But Gen Z doesn’t measure productivity in hours spent. They’re less concerned with how long it takes to finish a task. They’re focused on whether it gets done, and whether it’s done well. If it takes thirty minutes instead of two hours, that’s still productive. In environments where long hours are praised, efficiency can be mistaken for a lack of discipline.
“They grew up with technology. Of course, they’re tech savvy.”
Even though this can be perceived as a compliment, it’s not. Yes, Gen Z grew up with advanced technology. But using apps, social media, and everyday tools doesn’t automatically translate to comprehending workplace systems. This frame of thinking gives the impression that they don’t need the same level of training as a Millennial or Generation X. It also leaves Gen Z just as unprepared as employers say they are. When there’s no guidance or support, they’re left to fill those skill gaps themselves.
How to better support Gen Z
I hate to say this, but if Gen Z is struggling this early in their careers, it’s a reflection of how we’re bringing them into the workplace. Before labeling them as just another bad hire, it’s important to take a closer look at the structures in place to support them.
Create opportunities for collaboration and peer learning
Previous generations acclimated to the workplace by listening in on conversations and watching how their colleagues approached their work. Gen Z can also benefit from that. Create chances for collaboration with team-based projects, shared workflows, and peer check-ins. Encourage them to ask questions and share their thoughts. The more exposure they have to their colleagues, the faster they develop.
Provide mentorship from experienced colleagues
Pair Gen Z employees with someone who’s already walked the path they’re on. A good mentor can help them understand expectations and think through challenges. It doesn’t have to be formal—mentorship can look like a quick feedback loop or simply being there when they need a second opinion.
Let them see where their role fits
Offer opportunities to sit in on different workflows or rotate through related jobs. Even a short shadowing experience can make a difference in how they understand their role in the organization. It gives them the opportunity to see how their work impacts others, what other departments need, and how decisions are made across the organization. From a business standpoint, it creates a more well-rounded employee who can adapt and step up when needed.
Read more about Gen Z in the workplace
