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Gen Z (born between 1997 and 2012) is making its way into the workforce, but the results have been mixed. According to a report by the education and career advisory platform Intelligent, challenges with Gen Z employees are prompting many employers to rethink their hiring strategies. The survey of nearly 1,000 hiring managers revealed that one in six employers hesitate to hire Gen Z workers, citing concerns over their reputation for being entitled and easily offended.

So what does this mean for the job market and the future of our working world? Let's explore. Click on the gallery to get started.

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The September published survey from Intelligent.com revealed that 60% of employers have already let go of Gen Z hires within months of onboarding. The reasons behind these terminations highlight the complex dynamics between workplace expectations and shifting generational values.

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Employers cited several reasons for the early dismissals of Gen Z hires, with a lack of motivation, poor communication skills, and unprofessional behavior topping the list.

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Nearly half of employers reported that these young workers struggled with initiative, while 46% flagged issues with professionalism. More than one-fifth (21%) reported that recent college graduates often can’t manage the workload and about 20% say they are often late to start work.

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Poor communication skills (39%), difficulty receiving feedback (38%), and inadequate problem-solving abilities (34%) also featured prominently in the reasons for terminations. Other contributing factors included inappropriate workplace attire, and what some managers saw as unrealistic expectations for rapid promotions.

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For many employers, these issues were serious enough to warrant formal intervention, with 79% stating that they had to place underperforming Gen Z hires on performance improvement plans. Despite these efforts, 60% of those hires eventually lost their jobs.

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The challenges of managing Gen Z employees aren’t new, but they are becoming more urgent as numbers grow. An April survey by ResumeBuilder.com found that 74% of managers and business leaders consider Gen Z more difficult to work with than other generations. The feedback points to recurring themes: entitlement, lack of effort, and low productivity.

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"We're seeing a trend where Gen Z workers come in with high expectations but little understanding of workplace realities," one hiring manager said. This disconnect is prompting some companies to reconsider whether hiring recent graduates is worth the investment.

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In fact, one in six employers admitted to hesitating about hiring new grads, while others are planning to avoid them altogether in the upcoming hiring cycle.

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Despite these challenges, Gen Z is poised to play a significant role in shaping the future of work. This year Gen Zers were expected to surpass Baby Boomers as the largest demographic in the full-time workforce, according to an analysis by Glassdoor.

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By 2025, Gen Z will account for more than a quarter of the global workforce, according to the World Economic Forum.

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What sets Gen Z apart is their deep familiarity with technology. This is the generation that grew up with smartphones, social media, and artificial intelligence.

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Their tech-savvy nature is a double-edged sword: while it equips them with valuable skills, it also fosters an expectation of immediate results and a preference for digital communication over face-to-face interactions.

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Part of the difficulty may stem from Gen Z’s financial reliance on their parents. A Bankrate survey revealed that nearly 70% of parents are financially supporting their adult children, often at great personal cost.

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Parents are delaying retirement, draining savings, and making sacrifices to help their kids navigate a challenging economic landscape. However, this support system can create a vicious cycle, where young adults lack the urgency or independence needed to fully commit to their careers.

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One of the most cited issues with Gen Z employees is their struggle with constructive criticism. Managers report that younger workers often perceive feedback as a personal attack rather than a tool for growth.

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This sensitivity makes it harder for employers to address performance issues and creates a workplace environment lacking accountability, reinforcing the "snowflake" stereotype—a term coined by the media to describe younger people considered to be too easily upset and offended.

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This dynamic is playing out visibly on platforms like TikTok, where fired Gen Z employees share their experiences. While some blame outdated workplace cultures, others admit they were unprepared for the realities of their roles.

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These viral stories highlight a growing divide between generational expectations and workplace norms, showcasing the clash between Gen Z's desire for a more empathetic, flexible work environment and the traditional standards that many employers continue to uphold.

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Gen Z's approach to the workplace may raise eyebrows, but they might not be all wrong. Advocating for the protection and prioritization of their mental health, they are challenging traditional expectations and pushing for a work environment that values well-being as much as productivity.

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They are also leading the charge in destigmatizing mental health struggles and advocating for better support systems at work. By prioritizing self-care and acknowledging burnout, they are pushing against the traditional hustle culture.

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This openness about mental well-being is not a sign of weakness but rather emotional intelligence and a desire to foster healthier work environments for everyone.

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Gen Z faces unique challenges in the workplace. Despite their advocacy for mental health and self-care, they also deal with high expectations.

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Having grown up with the rise of social media and the pressures of constant connectivity, many Gen Z workers struggle with feelings of inadequacy and imposter syndrome. They also find it challenging to set boundaries and disconnect after hours, often fearing that doing so could jeopardize their job.

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These pressures, coupled with the expectation to perform well and advance quickly, can lead to anxiety and stress. Employers need to be mindful of this while also offering support to help them thrive in the workplace without burning out.

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For employers, the solution may lie in adapting their strategies rather than abandoning Gen Z altogether. Training programs that focus on communication, time management, and professionalism could bridge some of the gaps.

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Clear expectations and regular check-ins may also help younger employees adjust to the workplace. However, these efforts require time and resources, and not all companies are willing or able to invest.

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As Gen Z continues to enter the workforce in large numbers, their impact is undeniable. While the challenges are significant, so are the opportunities. Their unique values and approach to work could bring about meaningful change, especially if employers can adapt to their needs.

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However, their work ethic also needs to be challenged, as balancing flexibility with accountability will be key. With their tech expertise and fresh perspectives, this generation has the potential to drive innovation—but only if employers and employees can find common ground.

Sources: (Newsweek) (Yahoo Finance) (The Forage) (Intelligent) (Euronews)