With the oldest members of Gen Z now being 27 years old, the generation makes up a significant portion of the workforce but has rapidly gained a reputation as one of the more challenging cohorts in the workplace.
So, what's the hang-up on Gen Z? What are the issues that companies have, and are these fair? Newsweek looked at the data and spoke to experts to find out more.
Why Have Gen Zers Been Unsuccessful at Work?
Companies hiring recent Gen Z college graduates reported dissatisfaction with their performance, professionalism and preparedness.
A recent conducted by Intelligent.com of 966 business leaders involved in hiring decisions found that 75% of companies reported that at least some of their new employees from this generation were unsatisfactory, and 1 in 6 hiring managers admitted to hesitancy when it comes to hiring Gen Z candidates in future.
However, experts think it's less about the generation struggling and more about a change in values and expectations for people who came of professional age during the COVID-19 pandemic.
"Gen Z especially has become used to working in a very flexible manner, because they experienced so much of their education either totally remote or hybrid," Diane Gayeski, a professor of strategic communications at Ithaca College, told Newsweek.
Megan Gerhardt, of The Gerhardt Group and Gentelligence, echoed this. "The oldest of Gen Z had just started their professional careers when the pandemic hit, so many of their initial work experiences involved workplaces being focused upon the mental health and well-being of their employees," she told Newsweek.
"The pandemic blurred the lines between home and work, and hybrid/remote work arrangements set a precedent that work can be done anywhere," Gerhardt added, explaining that since this happened in a formative time for Gen Z, it's not surprising that now they expect flexibility.
Is Gen Z's Adjustment Shift Unique?
"Adults are always a little wary of the next generation coming in," Gayeski said. "They all have some concerns and frustrations with the younger generation."
Ruth Edwards, associate director and head of Tiger Recruitment in New York, agreed that there's "a stronger emphasis on flexibility," and told Newsweek that "Gen Z values the ability to manage their work hours and locations, so many organizations are adopting more flexible working arrangements and remote options."
Gerhardt said that Gen Zers often have negative interview experiences. "They are experiencing AI/automated first-round interviews, which seem to strike a sour note with just about every Gen Z I've spoken with." She noted that research suggests that Gen Z is prioritizing authenticity and connections, so "being interviewed by a computer sends a very opposite message about how important that human element is to the hiring organization."
Common Beliefs and Misconceptions Around Gen Z
"One major misconception is that Gen Z is less loyal or more prone to job-hopping," a spokesperson for Tiger Recruitment said. "This can be addressed by offering a career development plan and regular feedback."
"Organizations should align with Gen Z's values on diversity and social responsibility, offer flexible work arrangements and strong mental health support, embrace technological advancements and provide regular feedback, along with clear career development opportunities," they added.
Gayeski echoed this, saying that Gen Z are more likely to be interested in diversity and inclusion policies, sustainability and whether a company is seen to be a good employer.
Today, "we see students in our classrooms who probably never would have made it to college because of either neurodiversity or because of chronic illness or other kinds of disabilities," Gayeski added. "The workplace is still not used to that."
Gerhardt said that what it takes to teach and mentor Gen Z "is also going to look somewhat different. This generation has grown up with unlimited access to information and explanation." As such, it's important to take "the time to provide context and explanation for why things are done a certain way, or why a decision was made," she said.
"In fact...the generations, like, coming right out of school actually does not want a fully remote workforce. If anything, they are the ones who most need and want in-person interaction, you know, both especially for the mentoring or the visibility," Gayeski said.
"While we assumed Gen Z would be content to rely on tech, we overlooked that generation and life/career stage are always entangled," Gerhardt said, noting that while Gen Zers want flexibility, many prefer regular office experiences. "During the early years of one's career, activities like networking, learning and making a great impression are so important, no matter what generation you are in. Those things are nearly impossible to do well fully remote," she said.
Is Gen Z Underperforming?
The data from Intelligent.com reflected that the majority of companies hiring recent graduates would say "some" of these employees have been successful. A smaller portion classified "all" as being successful, with less than 5 percent of companies saying none had been successful.
"Every person wants to feel they are valued at work and that their unique perspectives and experiences are understood," Gerhardt said.
"Beyond this, they want to feel they have a chance to contribute in meaningful ways. Generational identity is part of this, and it begins with stopping the generational shaming."
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