Why is everyone talking about… Gen Z firings?

Is Gen Z revealing themselves as the most difficult generation to work with? This is already a fraught topic, but some of the latest data has added even more complexity to organisations managing multiple generations at once – and it begins with how the first foray of Gen Z graduates are working out in the workplace. 

According to the education and career advisor platform Intelligence, around 60% of companies have cut Gen Z employees that they hired this year. And 15% of these organisations are already considering not hiring more postgraduates next year. If Gen Z is making any kind of first impression, to certain organisations out there it’s more of a negative one. 

Respondents to this survey identified three key issues with the employee who didn’t work out for them: 50% observed a lack of motivation, 46% felt a lack of professionalism, and 39% believed that their Gen Z workers had poor communication skills. Whether or not it’s true, it seems that workplace conflict between generations is climbing higher – and Gen Z may be the victim of much of it.

“I think Gen Z wants to come in and play the game exactly the way they want to play it…And sometimes, if you’re coming into a game where a bunch of other people are playing, you’ve got to play the way they play first,” explains Grace McCarrick, Founder of Grace Note Strategies.

But just because Gen Z doesn’t necessarily play by the rules doesn’t mean they don’t have a place in corporate life. As HR consultant Bryan Driscoll details, “Gen Z isn't afraid to demand respect, fair treatment, and work-life balance, and that makes some employers uncomfortable. Instead of adapting, they're reacting, and poorly… My advice to employers: stop viewing Gen Z as a threat and start seeing them as an opportunity to innovate your workplace.”

It’s true that every generation catches some flack when they’re first entering the workforce – in fact the same was true of millennials as it is now of Gen Z. But today’s data is worrying enough that organisations may want to consider the following: 

• Provide clear expectations and feedback: Gen Z thrives on clear structure and clarity. Make sure job roles, responsibilities and performance expectations are clearly communicated and expectations are set and tracked. 

• Embrace the role of continuous feedback: Regular feedback sessions can help your younger workers stay on track and understand areas for improvement. This is especially true for Gen Z, who value direct, honest feedback. 

• Invest in professional development: Offer opportunities to help Gen Z employees build essential skills. Workshops on communication or professional conduct can address some of the common issues identified in the survey.

• Enrich your org with Gen Z skills: As digital natives, Gen Z has a lot to offer that your organisation may not be fully tapping into – consider things like reverse mentoring to get them embedded and comfortable in your culture.

• Why is everyone talking about… ‘conscious unbossing’?

• How to nurture and develop your people

• Five vital insights on age diversity from HUG 2023

That's all for this week's edition of Personio Pulse: This Week in HR. Check back next week as we continue to dissect the latest trends impacting the ways we work. 

Want more from Personio?

Join our HR community | Book a free demo | Start your free trial