Breaking Gen Z stereotypes: Why they might be struggling at work

There’s plenty written about Gen Z entering the workplace – and not all of it has been positive.

In fact, Gen Z stereotypes are hard to avoid. Some hiring managers and employers say they’re frustrated with the newest generation’s impact on work culture, noting an overreliance on technology, poor interpersonal skills, or unrealistic expectations about their jobs.

Concerns with Gen Z in the workplace

Back when Millennials first entered the workforce, there were plenty of complaints about their attitudes and aspirations. Today, however, frustrations with Gen Z seem much louder and more pointed.

Despite being tech-savvy, Gen Z is claimed to often lack crucial soft skills required in the workplace. As employers increasingly prioritize interpersonal skills and emotional intelligence, they could find themselves at a disadvantage in the competitive job market.

As more Gen Z graduates enter the workforce this summer, it’s critical for employers to recognize that this generation, in particular, has faced unique challenges and might require more support than previous generations.

Remote work

Due to the COVID-19 pandemic, those new to the workforce entered at a tumultuous time. Instead of walking into the usual hustle and bustle, they were alone and working from home. As a result, they skipped the learning curve that all new workers used to face. They missed the opportunity to pick up on workplace norms, to collaborate with new teams and departments, or to know how and when to ask for help. Remote work also prevented Gen Z from learning by watching more experienced workers handle common challenges.

Financial uncertainty

One recent report found that over 50% of Gen Zers say they’re “extremely worried about not having enough money.” Gen Zers are no stranger to financial worries. Many left school during the downturn of COVID, a time when even CEOs weren’t sure what would come next. Additionally, rising student loan debt and the high cost of rent have compounded their anxieties. Gen Z is acutely aware of their precariousness financial future, and that’s why they’re turning to buzzy trends suggested by social media “experts,” like quiet quitting and job hopping.

Future of work

Artificial Intelligence (AI) and the rapid advancement of technology has sparked apprehension from entry-level workers to top executives. As “digital natives,” Gen Z is acutely aware of the potential for automation and technology to replace traditional jobs and skill sets. It’s leading to concerns about employability and job security because adapting to a rapidly changing technology requires continuous upskilling and reskilling. Of course, every generation is taking note of AI, but for those who are only a year or two into their career, it’s adding another layer of stress and uncertainty to their futures.

Virtual learning

We discussed remote work above, but it’s also important to recognize that the time Gen Z spent attending virtual classes left an impact as well. From group projects to class presentations, in-person high school and college experiences are an important first step in building professional and soft skills. School, in addition to part-time jobs and summer internships, is a time to make mistakes and learn from them, but many new workers are going through those growing pains in their first full-time jobs instead.

Rethinking common Gen Z stereotypes

Having faced the COVID-19 pandemic and its aftermath during critical years, many Gen Zers are now finding themselves navigating a workplace environment fraught with uncertainties and pressures.

What can employers do – besides complain?

At Adecco, we’re committed to building successful careers, and that means meeting people where they’re at and providing programs that support worker growth.

Onboarding

Starting a new job can be stressful, that’s why we take the time to make sure workers know exactly what they’re walking into. For decades, we’ve worked with clients to create pre-boarding and onboarding programs that engage associates well before day one. Whether it’s an “onboarder” program for a client with a demanding peak season or a client who needs to improve the retention rate for over 1,000 associates, we make sure temporary workers are set up for long-term success.

Aspire Academy

Upskilling and reskilling is one of the most proven ways to keep employees engaged. With the future of work constantly changing, providing training can help workers of all ages see where they fit within your team today and in five years. We often partner with clients and The Adecco Group US Foundation to provide onsite training, but through the Aspire Academy, we’re able to provide more than 3,000 free, virtual courses to our associates to help them build a strong future. These courses include everything from clerical and light industrial courses to classes in leadership, soft skills, and emotional intelligence (EQ).

Realistic job previews

Job seekers have a good idea of what kinds of roles they’re looking for. That’s why we champion realistic job previews, which give in-depth and honest outlines of the roles we’re hiring for. By understanding both the positive and negative aspects of a job, candidates can decide early in the hiring process that they’re not a good fit – saving them and hiring mangers time. Plus, studies have found a significant increase in retention.

EZRA

Mentorship programs are an important tool for all new employees, but it can be absolutely invaluable for Gen Z workers. However, much like upskilling programs, they can be difficult to implement, especially in a small organization. Career coaching with EZRA brings a personalized program directly to associates’ phones, and it allows employers to building coaching programs that align with their strategy and team needs.

Gen Z and their goals are a pressing issue right now, so make sure you’re working with a staffing partner who has the resources and the experience to help navigate a changing workforce. Contact us today to learn more about our offerings.