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July 9, 2025
Event
Vacancy
Article
They say Gen Z are the worst employees. They're wrong
They won’t turn on their cameras. They don’t want to come to the office. They can’t work in teams.
Headlines and social media posts often recycle these tired tropes — portraying Gen Z as a “problem” for the modern workplace.
But behind these sweeping generalizations lies a more nuanced — and promising — reality.
Generational Experience: From Bias to a New Culture
Back in the 2000s, young professionals faced discrimination based on age or appearance. They were deemed “not serious enough” or “not leadership material” — rather than being nurtured or mentored.
That experience shaped a new generation of leaders who understand the value of creating environments where potential is nurtured, not dismissed.
This mindset is now at the heart of modern leadership — less bias, more trust.
Gen Z Isn’t the Problem — They’re Untapped Potential
Gen Z is often viewed through a narrow lens: they “avoid office work,” “dodge calls,” or “lack ambition.”
But these narratives ignore context.
This generation came of age during a pandemic, amidst global uncertainty and relentless information noise. They prioritize meaning, flexibility, and speed — and they are unmatched in digital fluency.
When given the right conditions, they thrive. That’s why more and more companies are shifting away from trying to “fix” Gen Z — and instead, are redesigning workplace culture to meet them halfway.
How to Work With Gen Z: Five Practical Approaches
1. Start Early: Internships as Entry Points
Internships aren't just educational add-ons — they’re a strategic investment in long-term talent.
In companies that take them seriously, interns are given clear tasks, support, and real challenges. Sometimes, this leads to full-time roles. Everyone wins.
2. Make Mentorship a Constant
Mentoring shouldn't be occasional — it should be embedded in your culture. It's not just about advice, but about sharing responsibility, involving junior staff in decisions, and reflecting on mistakes together.
This builds trust — and helps retain top talent.
3. Create Rhythms Through Regular Contact
Communication is the backbone of productivity. Even in remote teams, it’s possible to establish a steady cadence — through quick daily check-ins, open conversations, and informal catch-ups.
It keeps focus sharp and the human connection alive.
4. Recognition Culture: Celebrations and Recharge
People want to feel appreciated.
It’s not just about bonuses — it’s about a genuine “thank you,” celebrating birthdays, and fostering team rituals.
Where people are encouraged to rest well, they tend to work better, too.
5. Model Balance — Don’t Just Talk About It
Work-life balance must be lived, not just promised.
Leaders who stop messaging after 6 PM, who respect vacations, and who lead by example, set the tone for the entire team.
Gen Z is quick to spot performative behavior — and even quicker to value authenticity.
Final Thought
Gen Z doesn’t need to be “retrained.”
They need to be heard, supported — and learned from.
They bring not only new habits but new values: a hunger for purpose, openness to feedback, and a deep capacity to adapt.
If businesses want to stay relevant, they shouldn’t resist the shift — they should build with it.
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