Articles and opinions everywhere say with certainty that hiring and retention is difficult because Gen Z does not want to work. The generation is set to make up one-third of the workforce by 2025 and so, with the economy resting on their shoulders, we need to understand why managing Gen Z in the workplace is perceived as difficult for companies.
What Are the Problems with Managing Gen Z?
Reports indicate that many managers feel Gen Zers are lazy and unmotivated to work. According to an Insider article, a majority felt that Gen Zers had their own take on things and treated company practices as outdated, choosing instead to work outside of those restrictions or not work at all.
A ResumeBuilder survey found that 74% of the interviewed managers and leaders believed that Gen Z was a tougher group to organize than previous generations, with a majority preferring Millennial workers. They believed that Gen Zers were a problem because they lacked motivation and technical skills, and were easily offended.
Many have complained about Gen Z and their poor social skills. People find the generation unable to fit into a workplace and communicate at the level they expect from employees. A Wall Street Journal report indicated that many of the generation were turning to additional courses to learn the appropriate soft skills necessary for the workplace, however, the efforts do not seem to have satisfied their seniors. But do the Gen Zers really have such poor social skills or is something holding them back?
Problems Gen Z Faces in the Workplace
A primary reason why Gen Zers struggle so much with social skills is their pandemic experience. While the pandemic was hard on everyone, a large majority of this generation completed their education online and entered the workforce with the skills they took out of school.
Students worked in isolation at home, with scant communication with mentors or seniors in college or during internships. No team lunches, no boardroom meetings, no etiquette displays of how to greet their seniors on awkward elevator rides—nothing. There was no opportunity to model themselves after their more experienced coworkers or practice the necessary soft skills.
A survey by Danish company Jabra, stated that Gen Z (and Millenials) were 2-3 times more likely to feel left out from online meetings as compared to their older counterparts. Not the ideal setup for social skills to flourish. With companies now settling into hybrid or fully-offline modes, Gen Z is entering the workforce with more reluctance to meet a world that is unfamiliar, and maybe even a little hostile.
The high cost of living has the world stressed, with a Deloitte 2023 survey indicating that 51% of Gen Zers are living paycheck to paycheck and 46% of them have a paying side job, stating they were stressed all the time.
Over 61% of the generation report harassment in the workplace and while some believe it is because of heightened sensitivities, many agree that the Gen Zers’ social skills do not hold them back from being outspoken about things that were previously seen as taboo. It is quite likely that a generation that has grown up speaking about change is now unsure about how to balance those values while fitting into work.
What’s next? Correctly Managing Gen Z
Accurately tackling what the Gen Z workforce actually cares about can be a good start. While their soft skills are still in question, Gen Z is considered to be the first to enter the market with native digital skills. While that does not always extend to necessary knowledge like an Excel spreadsheet, they are often quick to pick up tools with an instinct that comes from a lifetime of interacting with technology. Digitalizing their experiences and tracking results is seen as an effective way to keep them on track. With changing times, managing techniques and practices might need to evolve as well.
Gen Z is also seen as exceedingly entrepreneurial, whether it’s about making money streaming gameplays on Twitch or reselling clothes through their Instagram stores. Making the most of this spirit might require managers to open up to their ideas instead, and prioritize letting their young employees feel heard. Having an impact is something the entire generation holds dear.
According to an Adecco Staffing USA report, the Gen Z cohort is willing to participate in the corporate world but up to 30% feel their education has not prepared them for it. Under such circumstances, they prefer a workplace that provides mentoring and professional development opportunities. ‘Company culture’ is often spoken about but for Gen Z, finding the right fit in terms of values does take priority. With a close eye on ethics and sustainability, many take pride in associating with companies that take a stand on important matters, whether it’s while considering buying from them or working with them.