Why are Gen Z getting fired?

Generation Z, often labeled as “Zoomers,” is beginning to enter a workforce that isn’t fully prepared for them. As many recent graduates face complaints about their fit within the workplace, employers report increasing hesitancy in hiring them.

In this recent article published by MSN: There's a Reason Why Some Companies Are Firing Gen Z Employees According to New Study

Huy Nguyen, Chief Education, and Career Development Adviser at Intelligent.com weighs in. These young professionals "may have theoretical knowledge from their college education but often lack the practical, real-world experience needed to excel in the workforce". The shift from a structured educational environment to a more fluid and often autonomous work setting can be jarring for this generation.

A recent report by Intelligent, which surveyed nearly 1,000 hiring managers, found that one in six employers are reluctant to hire Gen Z workers, primarily due to their reputation for being entitled and easily offended.

Why Are Managers Hesitant?

Growing up in the digital age has shaped how Gen Z interacts with the world. Which may be contributing to their difficulties in the workplace. Employers report that this generation is often seen as having shorter attention spans and higher expectations for work-life balance and mental health support. This has led some older managers to label them as "high maintenance."

Newsweek has even gone so far as to label Zoomers as "toxic for companies," while the BBC reported that they are the cohort that "want it all"—career progression, fair pay, and work-life balance. The Wall Street Journal cites surveys showing that companies find the youngest employees the most difficult to work with.

Around six in ten companies included in the survey reported firing a recent university graduate they hired this year, with reasons cited including lack of motivation, professionalism, and poor communication skills.

“Many recent college graduates may struggle with entering the workforce for the first time as it can be a huge contrast from what they are used to throughout their education journey,” stated Huy Nguyen further.

Despite the energy and innovation Gen Z brings, managers voice several concerns:

1. Lack of Resilience: Many believe Gen Z employees tend to give up easily when faced with challenges. According to the National Bureau of Economic Research, managers often cite an inability to handle stress as a significant concern. Are we expecting them to manage stress in a way that previous generations did?
2. Work Ethic and Commitment: Some employers feel this generation prioritizes work-life balance over commitment. A LinkedIn survey found that 70% of managers believe Gen Z workers expect more benefits than they are willing to contribute. What does "going the extra mile" look like for Gen Z, and how can it be communicated effectively?
3. Unrealistic Expectations: With Gen Z vocal about flexibility and mental health support, some employers find these demands come off as entitled. Is it possible to balance these expectations with the realities of entry-level roles?
4. Communication Style: Many Gen Z employees use jargon that doesn’t align with traditional workplace language. How can both sides bridge this communication gap?
5. Preparedness for the Workforce: The survey reported that some Gen Z workers struggled with managing their workload, were frequently late, and did not dress or speak appropriately for professional settings.

Despite these challenges, experts warn that giving up on Zoomers early is a mistake. Judging young talent on their behavior—partly influenced by the COVID-19 pandemic—can be shortsighted. As Chloe Combi, a researcher and author of Generation Z: Their Voices, Their Lives, noted, "The modern education system and modern parenting are completely geared toward the kind of maximum comfort and solving problems for young people."

Stunted Experiences

Many Gen Zers started their careers in a remote environment during the pandemic and missed the opportunity to observe unwritten workplace etiquette. A millennial manager noted that their Gen Z employees crossed professional boundaries when it came to voicing complaints about work. “They're unsure of how to cope with everyday challenges—competing deadlines, interpersonal issues, and receiving feedback—and they want to express that,” the manager explained.

Rhea Moss, director of customer experience and data insights at iCIMS, observed, “This group probably had fewer internships when they started, maybe right out of school. They didn't get that normal learning-through-osmosis experience in an office.”

Comments from Gen-Z Managers

To better understand these stigmas, I gathered insights from managers and employees across various sectors:

1. "I hired a Gen Z intern last quarter who had great potential and creative ideas. However, she often struggled with constructive criticism. During a team meeting, she became defensive after feedback on her presentation, which left the team feeling frustrated. We had to spend extra time on coaching and explaining how to accept feedback as a tool for growth." This raises an important question: How can Gen Z better handle feedback in a way that fosters growth?
2. "When I started, I knew I had a lot to learn. Instead of taking feedback personally, I made it a point to ask specific questions about my performance. My manager appreciated my initiative, and it helped me improve quickly." How can Gen Z embrace feedback as a tool for growth rather than a setback?
3. "They’re incredibly adaptable and tech-savvy, but they sometimes need help navigating workplace politics. I encourage them to understand that not every challenge is a personal attack. One intern learned this quickly; after some initial struggles, she began to thrive once she sought mentorship and built her confidence." What role does mentorship play in helping Gen Z navigate workplace expectations?

How Gen Z Can Prepare: Learning from the Stigma

Understanding the stigmas surrounding Gen Z is crucial for success.

Here are actionable steps the Gen Z can take:

1. Build Resilience: Embrace Feedback and Challenges

How can Gen Z turn feedback into constructive conversations? Instead of viewing criticism as an attack, consider asking, “What specific areas can I improve upon?”

2. Cultivate a Strong Work Ethic: Balance Flexibility with Dedication

Is there a way to demonstrate dedication while maintaining work-life balance? Show initiative and meet deadlines to exhibit commitment without sacrificing personal values. Try to integrate your work and life. Go to gym after work? Meet friends during weekends? Working overtime at times to support coworker, all that is normal.

3. Manage Expectations: Understand the Realities of Entry-Level Roles

Are you prepared for the reality of your first job? Be realistic about what to expect from entry-level roles and focus on building skills that will help you grow in your career. Learn as many things as you can. Ask for more responsibilities, be exposed to projects that will help you grow.

4. Shift the Language: Reframe Workplace Terms

How can the terms you use influence perceptions? Instead of labeling environments as "toxic," provide specific feedback and suggestions for improvement. It's useful to gain experiences even during college and early uni years. It helps you shape your expectations about what the real workplace looks like.

5. Be Open to Learning and Growth

What new skills do you need to thrive in a changing workplace? Seek out mentorship and training opportunities to show you’re invested in your career development.

The Gen-Z Superpowers

Despite the challenges, Gen Z brings immense value to the workforce. They are digital natives and champions of diversity, essential for today’s innovative companies.

Addressing the stigma surrounding this generation requires effort on both sides.

As Ryan, a manager in the finance sector, stated: "I’ve learned that my Gen Z employees have a lot to offer, but they need guidance to understand the workplace’s realities. Investing in their development has been worth it."

For Gen Z, entering the workforce with the right expectations is essential. How do you view the workplace? Rather than seeing it as an obstacle, view it as an opportunity for growth and meaningful contributions.

By acknowledging the stigmas and working to address them head-on, Gen Z can position themselves as standout employees who meet and exceed expectations.

In this evolving work landscape, the question remains: How will you redefine what it means to be a resilient and committed employee?

See what Simon Sinek says about whether Gen Z is ready for the Workplace