Gen Zers suffer from job loss more than millennials and Gen X; some can relate this to the huge gap between generations, and some accuse Gen Zers for being careless, undisciplined, and ignorant. However, what are the real reasons behind this suffering? And how can we avoid enlarging this gap between generations?

Are you a Gen Zer?

Gen Z refers to people born between the late 1990s and early 2010s. They are known for their ease of access to the Internet and technology in general and for being hugely affected by social media and the rapid changes around them.

Gen Z vs. Previous Generations

The gap between Gen Z and previous generations (Gen X and Gen Y) has become widely apparent; here’s a brief comparison between them:

Gen X: Those born between the late 1960s and early 1980s are known for their traditional ways of dealing with things inside or outside the workplace. They are characterized by independence as they appreciate self-reliance, system skepticism because they witnessed multiple political and economic changes, and minor tech adaptation as they experienced the major shift to the digital world but didn’t utilize technology much in their work.

Gen Y (Millennials): Those born between the late 1980s and early 1990s value work-life balance and are more technologically adapted than Gen X. They use technology quite much, although they encountered it later in their lives. They can be considered open-minded regarding different lifestyles and influence Gen Z in important fields like education, lifestyle, and social media usage.

Gen Z: They have known technology since birth, so it became a pivotal part of their lives. They prioritize mental health, physical wellness, diversity, and flexibility in education and work life (online learning and remote work). They are also characterized by shorter attention durations as they’re affected by the speed of the digital world.

The Main Accusations Against Gen Z

Gen Z prefers work options that align with their social values. Being self-oriented, Gen Z prefers opportunities that open the door to continuous learning through training programs or mentorship to gain constructive feedback that leads to skill development. Gen Z lives with technology, so they’re more comfortable using digital tools. Yet, they are accused of less loyalty because they constantly seek more significant and better opportunities that align with their values and objectives.

• Job-Hopping: Gen Z is accused of often changing jobs and not being loyal to the employer or the company. It may be true that Gen Z can’t settle for a job, but this is because they look for growth and self-development, not because of their lack of loyalty.

• Lack of Commitment: Some employers argue that because Gen Z seeks a balanced life and flexibility, they give little effort and attention to their work.

• Poor Communication Skills: Employers say that Gen Z’s preference for digital communication means they lack face-to-face communication skills, which results in misunderstandings and poor professionalism.

• Unrealistic Expectations: Some see that Gen Z expects high salaries, benefits, commissions, and immediate promotions regardless of their real effort at work. They also say that Gen Z often has impractical expectations regarding the work environment, and they become oversensitive when challenged or when their expectations aren’t immediately implemented.

• Tech-dependency: People accuse Gen Z of having poor soft skills (such as problem-solving and communication), short attention durations, poor critical thinking, and social isolation because of their preference and dependency on technology more than real-life activities.

Internal Reasons Behind Gen Z Unemployment

Economic Reasons: Financial problems can lead companies to downsize, which results in layoffs, including Gen Z.

Short-Term Contracts: Most companies tend to hire younger employees for a short period or sign project-based contracts, which results in massive layoffs after the end of that period or the completion of the project.

Cultural Reasons: Some companies have a culture that doesn’t align with Gen Z values (e.g., flexibility and social responsibility) or have prejudices about Gen Z that lead to the company being biased in terms of benefits and promotions, which leads to several turnovers.

Recruitment Policies: Some companies may have hiring procedures that do not suit Gen Z’s expectations or preferences, such as lengthy and complicated processes; this results in missing new talents, as they prefer simple and quick processes.

Lack of Development Opportunities: Companies needing robust internships or beneficial training programs may suffer from Gen Z turnovers as they look for opportunities that help them improve their skills. Moreover, lack of mentorship and helpful feedback can affect Gen Z’s confidence and performance, which impact their work continuity.

How to Handle a Gen Z Employee?

Gen Zers are genuinely talented despite their young age; they are bright, have open resources to several kinds of information, and are willing to learn and develop. Companies should start bringing new blood by paying more attention to Gen Zers and benefiting from their modernity and try to facilitate work conditions in a way that suits both sides. Here are some recommendations for companies to handle a Gen Z employee:

Support development: Companies should consider that Gen Z employees are willing to develop their skills. By providing training programs and giving useful feedback, companies will have better chances of retaining Gen Zers.

Embrace technology: Companies should become wiser when dealing with a tech-driven Gen Zer. They should take this as an advantage because we live in a digital world today. Technology and the internet have an enormous impact on a company’s success, so having a Gen Z employee will definitely help the company achieve its goals.

Align with Values: Try to reach a meeting point with Gen Zers. Align the company values with their values to reach common ideas that push both sides in one direction, achieving mutual objectives.

Offer flexibility: Understand that Gen Z prefers a balanced work life, so try to facilitate collaboration by offering practical solutions, such as flexible work hours or working remotely.

Encourage and support: Create an environment where employees can comfortably share and discuss their thoughts and are regularly given constructive feedback. Try to recognize their achievements and contributions to boost their morale. Employers should continuously motivate Gen Zers to support their creativity and create a feeling of appreciation.

Understanding Gen Z’s values and motivations can bridge the generational gap in the workplace. Addressing job-hopping, communication skills, and unrealistic expectations through supportive development, technology, and inclusive environments can retain talent, harness innovation, and benefit Gen Z employees and organizations.