Why Bosses Are Unimpressed with Gen Z College Graduates
I have previously blogged about why Gen Z employees are being fired early in their tenure. It can be summed up in two words: “work ethic.” The younger generation seems to have less of a motivation to be the best they can be.
According to a report in August 2024, Intelligent.com surveyed 966 business leaders involved in hiring decisions at their company to explore attitudes toward hiring recent Gen Z college graduates.
Here’s what they found:
- 75% of companies report that some or all of the recent college graduates they hired this year were unsatisfactory.
- 6 in 10 companies fired a recent college graduate they hired this year.
- 1 in 6 hiring managers say they are hesitant to hire from this cohort.
- Hiring managers say recent college grads are unprepared for the workforce, can’t handle the workload, and are unprofessional.
- 1 in 7 companies may refrain from hiring recent college graduates next year.
- 9 in 10 hiring managers say recent college graduates should undergo etiquette training.
In 2024, 94% of companies reported hiring recent college graduates. Among these companies, only 25% state that all recent college graduate hires worked out well, while 62% mention that only some were successful. Further, 14% report that only a few or none of the hires were successful.
In another survey, the issue is: Why are bosses so unimpressed with the latest generation to join the workforce? Some employers found that they aren’t prioritizing work. A lack of motivation or initiative was referenced as a problem by 50 percent of the employers surveyed.
Here is the list of reasons for employers being skeptical about the workplace habits of Gen Z.
- Poor organizational skills.
- Poor communication skills.
- Lack of professionalism.
- Poor problem-solving skills.
- Challenges with feedback.
- Lack of relevant work experience.
- They have insufficient technical skills.
- They’re a bad culture fit.
- They’re entitled.
- They’re often late to work.
- They dress unprofessionally.
- They can’t manage the workload.
Roughly 45 percent of bosses say organization is a problem for Gen Z hires, likely because so much of their time is spent on phones—7.2 hours per day.
Even Gen Z workers admit they have a hard time drumming up conversation with coworkers. A full 65 percent of them admit they aren’t great at communication according to a Harris poll.
It’s alarming to me that Gen Z employees are being fired shortly after they start their jobs. I was curious about the reasons, so I dug some more and found the following.
Employer Complaints
Employers complain that young people today lack motivation or initiative—50 percent of the leaders in another survey cited that as the reason why things didn’t work out with their new hire. However, the complaints go much deeper and include the following.
- Difficult to manage
- Unprofessional
- Unorganized
- Poor communication skills
- Unprepared for the level of work
- Lack of networking skills.
- Poor time management
- Wearing inappropriate clothing to the office
- Using inappropriate language in the workplace.
What Can Be Done by Employers
My previous blog covered a lot of ground on this issue. Here are some of the most salient points.
Because Gen Z is set to become the future leaders, firing them is not the answer. It could even set them up as competition. Michael Ryan, a finance expert and the founder of michaelryanmoney.com, called the decision to fire Gen Z-ers a “critical strategic error.”
“The perceived challenges with Gen Z workers, such as communication style differences or misaligned expectations, are not generational flaws,” Ryan told Newsweek. “But rather symptoms of a larger failure in talent management and organizational adaptability. Forward-thinking companies need to view these as opportunities for organizational evolution, rather than grounds for termination.”
To cultivate Gen Z employees, Ryan said companies should invest in their onboarding and mentorship programs and tailor them to Gen Z’s perspective and skills. “Leverage Gen Z’s digital status to drive innovation from the bottom up. Implement reverse mentoring programs and create cross-generational teams to foster knowledge transfer and spark creative problem-solving,” Ryan said.
There is more that employers can do to help employees to respond to the expectations in the workplace, including the following.
- Develop a new style of leadership that incorporates the skills employees bring to the workplace.
- Adjust employers’ approach to act more as coaches rather than traditional supervisors.
- Develop a mentorship program.
- Create outreach programs to better support and guide younger workers.
Since Gen Zers now outnumber Baby Boomers in the workplace and are expected to comprise 30 percent of U.S. workers by 2030, employers will need to adapt to them, not the other way around, according to Joy Taylor, the managing director at consulting firm, Alliant. Taylor said, “…this is a huge mistake…mastering intergenerational workflows will be crucial to tackling the most anticipated business challenges in 2025, from succession planning to culture realignment.”
Work-Life Balance vs. Work-Life Harmony
Taylor went on to say, “By resisting this workforce change, too many Gen X or Baby Boomer leaders are failing to set their organizations up for long-term success and resiliency, as well as missing out on the opportunity to harness this new generation’s potential. We know Gen Z workers in general have a unique perspective on life and often view their personal activities and goals above those of their employers. While this certainly isn’t a bad thing, if it bleeds too much into your workspace, it can dramatically affect performance and lead to those employees being shown the door.”
Research has consistently shown that a healthy “work-life balance” is vital for maintaining job satisfaction and avoiding burnout. However, a new study suggests that the idea of “work-life balance” itself may be a problem. The standard concept of work-life balance is often seen as a zero-sum game, where work and life are completely separate domains that are constantly competing for time, motivation and energy.
In contrast, the concept of “work-life harmony” visualizes work and life roles as being interconnected and dependent on each other, rather than separate and in competition.
Conclusion
The real issue may not be Gen Z’s readiness but a broken system that’s failing to prepare and guide them. However, until employers rethink how they onboard, train, and communicate with new hires, high turnover rates among young workers are likely to continue.
“It’s easy to fall into the trap of stereotyping or writing off younger workers too quickly,” says Huy Nguyen. Structured onboarding, clear communication about workplace expectations, and mentorship can make a dramatic difference in setting Gen Z up for success — not just survival — in their first jobs.”
Finally, Gen Z are deeply involved in purpose-driven causes. Employers should do what they can to engage them in these issues. It will increase the likelihood that they start to shine in other areas of workplace performance.
Blog posted by Steven Mintz, Ph.D, Professor Emeritus from Cal Poly San Luis Obispo, on February 26, 2065. Find out more about Steve’s activities at: www.stevenmintzethics.com.