The Biggest Problems Employers Have With Gen Z (And How To Fix Them)
This article is for employers, managers, and colleagues who want to understand how to work with Gen Z successfully. We’ll share the 7 biggest problems managers have with Gen Z in the workplace, and how we can bridge the gap to create more productive work environment.
Generation Z, the generational cohort born roughly between 1997-2013, are coming of age during some of the most challenging times in history.
The job market is having an identity crisis. Everyone I know is either job-hunting, underpaid, or stuck doing work that negatively affects their mental health. AI is reshuffling the workforce at a pace no one’s ready for.
McKinsey and the World Economic Forum both say we could lose up to half of all jobs by 2035. One study even found 41% of employers plan to cut jobs in the next five years because of AI.
Not restructure. Not re-skill. Just cut.
Gen Z is walking straight into the wreckage, and they are terrified of their prospects.
We’ve been told our whole lives that a degree equals stability, only to end up competing with algorithms, ghosting recruiters, unpaid internships, and endless online assessments.
Biggest challenges with Gen Z in the workplace:
1. Gen Z lacks basic communication skills
2. Gen Z is disengaged from work
3. Gen Z prioritises work-life balance
4. Gen Z doesn’t understand workplace culture
5. Gen Z can’t problem-solve
6. Gen Z can’t handle stress
7. Gen Z is technically illiterate
Gen Z says what older generations never dared to say
Can I let you in on a little secret? No generation has EVER wanted to work. Most people work because we “need to work” to survive.
Boomers were mocked as self-absorbed in the 70s. Gen X wore the slacker label. Millennials were branded narcissistic, and now it is Gen Z’s turn.
What’s different now is the amplification—TikTok, podcasts, and viral Slack threads constantly paint Gen Z as the laziest, most difficult generation to manage, turning workplace drama into real-time entertainment for the whole world.
As an elder Millennial, I don’t blame Gen Z for checking out. Honestly, same – if I hadn’t had a few lucky breaks or help along the way, I’d be underwater too.
And the older folks who do get it? It’s not about not wanting to work hard. It’s about refusing to break your back for a job that underpays you and could vanish tomorrow.
Boomers could stomach the grind because there was something for them on the table—decent wages, job security, a big house. Gen Z is putting in the effort and getting none of the rewards.
Can you really blame them for not wanting to play the game?
So no, the answer isn’t telling young people to suck it up and do 20 years for a house deposit.
The answer might be to rethink what a successful society looks like entirely. To reject the grind-for-grind’s-sake mindset and build something new.
Gen Z is screaming through end-stage capitalism, and honestly – it’s about damn time.
Managers are frustrated with Gen Z workers
Managers complain that some Gen Z workers lack soft skills and treat punctuality and reliability as optional. Some even say they’d avoid hiring them altogether and instead prefer to hire Millennials.
Candidates walk into interviews declaring they’ll show up late if they feel like it, or that mental health trumps all obligations— true, but also a terrible way to pitch yourself to an employer.
Problems with Gen Z in the workplace
Common problems managers have with Gen Z employees:
1. Gen Z lacks basic communication skills
Gen Z communication style is perceived as too informal. Employers also report concerns about professionalism, pointing to issues like unclear communication, tardiness, and leaving jobs without proper notice.
Gen Z face-to-face communication is seen as especially weak. A blank stare known as the Gen Z stare in a meeting might just be their default expression, but older colleagues read it as disrespect. A Slack ping feels easier than walking across the room, but to a Gen X manager it looks passive-aggressive.
The problem with Gen Z is that they are too unfiltered, and I think learning to play the game is definitely something they could improve on.
How To Be Less Bratty At Work: Advice For Millennials And Gen Z
How to support this Gen Z workplace challenge
To understand Gen Z fully, we must remember they entered the workforce as the world was locked down by and emerged from a global pandemic. During these formative years, they missed out on learning the nuances of in-person, non-verbal cues and workplace behaviors.
Employers can provide structured onboarding processes that clearly outline workplace etiquette and communication norms.
Pairing new Gen Z hires with mentors or “workplace buddies” can also help them navigate office culture more comfortably.
Additionally, creating opportunities for informal interactions, such as team lunches or collaborative projects, can help them build confidence in face-to-face communication.
When communicating with Gen Z, prioritize direct, face-to-face conversations. They value clear and transparent dialogue, so avoid overly formal language or unnecessary layers of communication.
Managers can create regular touchpoints, such as weekly one-on-one meetings, to ensure open communication and opportunities for in-person connection.
2. Gen Z is disengaged from work
Gen Z knows they are replaceable at work, so their work morale is low.
Gen Z team members often feel disconnected from their coworkers and employers. In fact, Gen Z is competitive with colleagues and is more individualistic than any other generation.
It’s not difficult to see why this takes a heavy toll on businesses, especially when budgets are tight. Finding and training their replacement typically costs 30-50 percent of an entry-level person’s base pay.
How to support this Gen Z workplace challenge
Start by identifying the root causes of disengagement through pulse surveys, exit interviews, and team discussions. Once you understand the reasons, take action.
Organise meaningful, in-person opportunities for connection and team building. Implement formal peer mentorship programs and social events across departments.
To engage Gen Z successfully in the workplace, it’s critical to invest time and resources into three key areas that are important to them:
✔️ Clear career growth paths
✔️ Alignment to personal values
✔️ A strong sense of community at work
You may also have to address workload concerns by setting realistic expectations and providing tools to manage priorities
3. Gen Z prioritises work-life balance
Work-life balance has become a defining workplace value for Gen Z.
In fact, Gen Z values work-life balance more than a high salary.
They value flexibility in their work arrangements, whether through hybrid schedules, remote options, or flexible hours. They see work as one piece of a bigger puzzle and are less inclined to sacrifice personal wellbeing for professional advancement.
They’ll walk if the job doesn’t align with their values, if the commute feels pointless, or if management ignores mental health and inclusivity.
Older managers see this as entitlement, Gen Z sees it as common sense.
How to support this Gen Z workplace challenge
In addition to wellness programs, forward-thinking companies prioritise creating safe and well-equipped office environments.
The success stories speak for themselves. Spotify offers flexible public holidays so employees can celebrate what matters to them, Airbnb provides stipends for remote work expenses, and Salesforce incorporates dedicated wellness days into its calendar. These companies are thriving because they understand the link between employee satisfaction and business outcomes.
The future of work-life balance is evolving. Trends like the four-day workweek, job sharing, and extended sabbaticals are gaining traction.
Additionally, the rise of AI and automation is poised to reduce time spent on repetitive tasks, allowing employees to focus on higher-value work and personal growth.
Companies that adapt to these trends will stay competitive in the war for talent, while those that resist risk alienating the workforce of tomorrow.
4. Gen Z doesn’t understand workplace culture
Gen Z grew up with clear structures, timetables, and rules. The messiness and ambiguity of the real corporate workplace — vague roles, sudden pivots, weird power dynamics — can be disorienting.
So when they get overwhelmed, they dip. Not because they don’t care, but because they don’t know how to navigate the mess.
What’s missing isn’t grit — it’s context. Gen Z never had the gradual runway into work that other generations had. COVID fast-forwarded them into adulthood. No internships. No office politics 101. Just vibes and Slack.
How to support this Gen Z workplace challenge
If you’re a manager, don’t coddle — coach. Set boundaries, but give context. Explain the why. Teach them the unwritten rules, instead of expecting them to “just get it.”
They didn’t learn this in school. No one did.
If you’re Gen Z, don’t expect empathy without effort. Show up. Speak up. Be someone others want to work with. Learn how to disagree respectfully.
5. Gen Z can’t problem-solve
Gen Z is often criticised for lacking problem-solving skills and the “I’ll figure it out” mindset.
Managers complain they give up too easily, waiting for someone else to step in rather than taking initiative.
Older generations argue they had no choice but to solve problems on their own, while today’s younger workers lean on systems and support structures.
But it’s not entirely their fault. Technology has automated much of the critical thinking once done manually, and this generation grew up with parents, schools, and tools handling a lot for them.
That support kept them safe but also left some unprepared for moments where they’re “thrown in the water and told to swim.”
How to support this Gen Z workplace challenge
The truth is many young adults are struggling, and piling on criticism won’t help.
Cross-gen mentoring helps younger generations pick up practical problem-solving skills while also showing older workers how younger colleagues think. It breaks down stereotypes on both sides.
Hire for attitude and aptitude. A willingness to learn matters more than “already knowing everything.” Screen for curiosity and adaptability, then give the tools to build critical thinking.
Instead of only pointing out mistakes, frame feedback as coaching. When managers ask “What’s your plan to fix this?” it builds accountability and problem-solving skills without crushing confidence.
Encourage asking questions, experimenting, and even failing without humiliation. Resilience grows when people can fall and recover in a safe environment.
6. Gen Z can’t handle stress
Gen Z is not seen as the most resilient generation.
They crumble as soon as going gets tough, which contributes to quiet quitting and frequent job hopping.
Economic recessions, student debt, climate anxiety, political instability, and now AI threatening job security—it’s been one crisis after another. That baseline stress carries into the workplace.
Through TikTok, Reddit, and Slack threads, every frustration is shared, amplified, and validated. Stress feels collective, not private, which can escalate it instead of containing it.
So it’s not that Gen Z can’t handle stress—they just interpret it differently. Instead of internalising and pushing through, they externalise, analyse, and sometimes walk away.
How to support this Gen Z workplace challenge
Older managers aren’t wrong to feel frustrated with handholding.
When your teammate calls in sick 10 minutes before a shift, or panics over making a phone call, it does slow things down.
Offer workshops on stress management, emotional regulation, and prioritisation. These aren’t just “soft skills”—they’re survival tools.
Model healthy behavior at the top. If managers brag about 14-hour days or always being “on,” Gen Z checks out.
Leaders who set boundaries, take breaks, and use PTO give permission to do the same without guilt.
Encourage open conversations about stress and well-being to normalize support-seeking
Offer meaningful resources like mental health and wellbeing programs or flexible schedules to help your people maintain balance and stay engaged.
7. Gen Z is technically illiterate
Gen Z is tech-dependent, not tech literate.
Gen Z know how to edit a TikTok and build a personal brand. But put them in front of Excel or Word and many are lost.
Despite being the first digitally native generation, their tech skills are mostly social. They’ve grown up with smartphones, not systems. They can create content, but struggle with basic tools used in most jobs.
Why? Because we assumed they didn’t need to be taught. Unlike millennials, they never had IT classes. No one showed them the backend—just the finished product.
This gap matters. Being fluent in Instagram isn’t the same as being tech literate. If Gen Z want real independence in the modern economy, they’ll need more than editing apps and entertainment.
How to support this Gen Z workplace challenge
Run onboarding that covers core tools. No more “they’ll pick it up.” Build short, focused tutorials on email etiquette, calendar use, spreadsheets, docs, and internal systems. Make it part of induction, not optional.
Pair them with a digital mentor – someone who can walk them through workflows, systems, and best practices. Peer-led support works better than formal training.
Invest in micro-learning. Short, snackable modules—not long workshops. Make it mobile-friendly and directly tied to work tasks.
Encourage a culture where asking questions or seeking help is welcomed and normalized, ensuring they feel supported as they navigate new systems.
Summary: Gen Z has a higher bar for employers
They won’t tolerate toxic cultures, unpaid overtime, or performative capitalism.
They’re not against hard work—they’re against working hard for scraps.
They saw their parents get chewed up by the system, and they’re not repeating the same mistakes.
So what’s the solution? Collaboration and empathy.
Gen Z brings a skill set companies desperately need. Older managers bring experience, resilience, and institutional knowledge.
If both sides drop the stereotypes, there’s room to meet in the middle.
