Are GenZ Hires Truly a Lost Cause? Bridging the Gap Between Companies and College Graduates | Part 2

By Alayna Thomas, MS, PHR. | Read Part 1 here!

A recent Intelligent.com article (September 2024) reported that 1 in 6 companies are reluctant to hire recent college graduates. Even more concerning, 75% of companies say they experience challenges with these new hires. Some common reasons cited include a lack of motivation (50%), struggles with receiving feedback (38%), and inadequate problem-solving skills (34%).

These challenges don’t arise out of nowhere—they point to deeper issues within the system that affect both employers and young professionals. To fully promote the potential of younger workers, we need to understand what’s driving these challenges and take steps to address them.

GenZ Lacks Motivation?

It’s easy to dismiss GenZ as unmotivated. But in reality, they’re driven by different factors. Individuals ages 18 to 26 are in a life stage called emerging adulthood. Those in this stage are motivated by freedom, choice, and change as they figure out who they want to be and what kind of life they want to lead. Their motivations may not align with traditional expectations, but that doesn’t mean they aren’t ambitious.

To harness this motivation, find out what matters to them and connect their tasks to those motivators. Offer younger workers opportunities to explore different roles through rotation scheduling or cross-training.

My first boss (let’s call her Cheri) did this exceptionally well. Cheri made it a point to ask about my career goals and favorite or least favorite tasks. When assigning me a new project, she tied it back to our earlier conversations on my motivators. For instance, she once said, “I know you don’t enjoy payroll tasks, but this skill is crucial if you want to become a Director of HR.”

Cheri didn’t take away the key responsibilities of my role just because I didn’t love them. Instead, she recognized and reframed those that took more effort. She did this across the department. By linking tasks to team goals, each team member had a sense of ownership and connection to the bigger picture.

The only times my motivation dipped were when we were too busy to pause and reconnect our work to our motivators. The “why” is critical for GenZ—and, let’s face it, for everyone.

GenZ Struggles with Feedback?

Another common concern is that GenZ struggles with constructive feedback. But does anyone really enjoy hearing they missed the mark? Receiving feedback is tough, especially when you’re trying your best. In my experience, receiving feedback gracefully is challenging for workers of all ages, not just GenZ.

Recent graduates are used to receiving concrete grades on assignments, not nuanced feedback on behavior. Transitioning to a workplace where feedback is less structured can be jarring.

I learned this the hard way when I started as a project manager. After three months, I was told I was taking too much charge and coming across as overconfident. This confused me because I had intentionally adjusted my behavior based on previous feedback that I wasn’t taking enough ownership of the project. The contradiction left me feeling defeated.

This frustration is common among my peers. We often share stories about the conflicting expectations—or lack of expectations we receive—because we cannot read our leaders’ minds.

Leaders can better guide and support young hires by consistently communicating expectations and providing real-time feedback. At Magnet Culture, we teach a simple feedback formula:

1. Notice a behavior that doesn’t match expectations.
2. Explain why this feedback is important.
3. Request a behavior change.

To be the most effective, each step must be delivered with empathy and curiosity. Before asking someone to change, understand their perspective. Without empathy, feedback is unlikely to lead to meaningful change.

GenZ Can’t Solve Problems?

Many employers believe GenZ struggles with problem-solving, but they are missing the backstory. Gen X grew up as “latchkey kids”, learning to “figure it out” because they had to. By the 1990s, parenting in the U.S. shifted to a “stranger danger” mindset, and an increase in after-school programs reduced the need for kids to act so independently.

As a result, Millennials and GenZers are known for relying on a “phone a friend” approach. They seek help from peers or supervisors when challenges arise.

A Wisetail report found that when employees lack specific skills, 52% turn to coworkers and 42% go to their boss for help. This highlights how essential human relationships are for solving workplace challenges. Digital tools help, but they can’t replace personal support.

If your team keeps asking questions about things you think they should solve on their own, consider:

●      Have you provided clear resources?

●      When did you last review these resources with them?

●      Do they know where to find the resources?

Sometimes, younger employees need help knowing where to find answers. Support them by offering accessible resources, mentors, and clear guidance.

Moving Forward

Understanding these challenges is the first step. Here’s how to better support GenZ employees:

1. Connect tasks to motivators: Learn what drives them and link their responsibilities to those goals.
2. Clarify feedback expectations: Model effective feedback and approach it with empathy.
3. Support problem-solving: Ensure they know where to find resources and guidance.
4. Reframe your perspective: GenZ isn’t broken—they’re adapting to a changing workplace.

Remember, no one starts their career fully equipped. Someone once invested in your growth; now it’s your turn to support the next generation. By understanding and guiding GenZ, we can unlock their potential and strengthen our organizations for the future.

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