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Are Gen Z & Millennials Really the Problem? Or Are They Showing Us Something Important?

generation z


"They're just lazy- they don't want to work hard!!" "They're too sensitive!!" "Why don't they just try harder?" "OMG- the Gen Z stare! It's like nobody's home!!"


"....And they lack basic interaction skills and professionalism!"


I'm sure you've heard these sentiments (and more) about Generation Z (and maybe young Millennials) and how they show up in the workplace. 


Baby Boomers and Gen Xer's everywhere have expressed their frustrations with young people- their communication, their dress, their workstyles and everything in between- it all just isn't "right". These generational divides make it hard for older managers to connect with their employees, causing them to want to avoid working with them altogether.


Is Generation Z simply lazy and entitled? Do they really not want to work? What's really happening behind the scenes? Let's take a deep dive into the undercover workplace and the world young Millennials and Gen Z are now inheriting - and make a few connections.


What May Really Be Happening


What organizations (and Gen Z) are really struggling with is a misalignment between traditional leadership expectations and a generation that has grown up navigating a world very different from the times when those traditional values were set.


Baby Boomers and Gen Xer's have (in many cases, not all) benefited from the expectations and ways of working they seek to impose on younger generations. They've built the systems we have in place according to their values and ways of working. They've decided those ways are "best" and are often inflexible in considering other perspectives and viewpoints. There is a "if it isn't broken, don't fix it" mentality, that doesn't take into consideration that things may in fact be broken- even if they benefit in some way.


The path to financial freedom may have been hard work in some cases; in other's a matter of systemic advantages and generational wealth. Putting your head down, following orders and being obedient may have had benefits for older generations, or perhaps even now- but the pandemic showed many people just what was important. And it showed more than ever where the loyalty of corporations across the company lies. All this happened right at the point where Gen Z was beginning to enter the workforce.


The societal realities of life in 2025 however paint a different picture for both Millennials and Gen Z:


  • The cost of living has skyrocketed in the past 5 years- right as the oldest Gen Zers were coming of age. Higher costs for food, rent, utilities and transportation, along with little to no increase in wages, make it almost impossible for Gen Z to "pull themselves up by the bootstraps." Hard work no longer equals economic success in many cases. Many Gen Zers (and Millennials) work long hours, for low wages and are barely able to keep up. Most are one paycheck away from poverty and homelessness. So, the motivation to "work hard" for others has lost its appeal. They've shifted that motivation toward making a way for themselves via content creation and social media, not hesitating to put in long hours for their own businesses. It's not that they are lazy; they see no value in working hard for companies who don't have their best interests in mind. 

  • Due to the push of the 2000s and 2010s to go to college (in an effort to achieve economic freedom and success) many young people are now face with crippling student loan debt, while still working low wages (due to being unable to find work in their field, or low wages at entry levels in their field). College has not equated to success for many in these generations. Some are unable to find work in their fields. Others are grossly underpaid. And for others, the path to "level up" through the ranks takes far too long.

  • Job security is a thing of the past. Gone are the days where you work for a company for 40 or 50 years, receive a good pension, and retire on your merry way. Layoffs are rampant. Toxic workplace cultures are causing employees of all ages to check out. Survival in the workplace is not about doing a good job; it's about maintaining your alignment to the status quo. With the focus on being their full selves, this becomes soul-sucking and draining, leading young people to quickly leave spaces where they can't be rooted in themselves.


In Organizations


Now, long time subscribers will know where we're going right? Let's build our awareness and explore how the undercover workplace factors into this discussion:


  • Organizations have long been places of authoritarianism and control: Older generations gave automatic deference to authority figures; younger generations require you to earn that respect. Trust can't be forced or coerced, and simply being older or more experienced does not grant you authority or rights to minimize them. However, many older generations hold these beliefs and become frustrated when younger generations don't comply. So- is it the belief that is the problem, or the response to it? Younger generations are unafraid to question long-standing norms, and this often makes older generations uncomfortable. "Just shut up and do it" is a common unspoken yet prevalent expectation in the workplace.


  • Workplaces limit personal expression: Younger generations are not interested in putting their energy into something that is not willing or able to acknowledge their full selves. With the increased focus on work/life balance and personal development, Millennials and Gen Z will disengage quickly in environments that seek to minimize who they are. 


  • Professionalism is enabling in disguise: Way back a few years ago when I started this newsletter, I wrote an article on skilled incompetence. In the workplace, one's ability to avoid discussing what needs to be discussed, be politically savvy, and stay quiet about abuses and indiscretions is considered "maturity" or "professionalism". Younger generations are often labeled as immature or lacking professionalism for being direct, outspoken, and standing up for themselves. These behaviors are seen as wrong and disruptive, as older generations have been conditioned to accept abuse from authority figures "out of respect." This disconnect is one of the most common, and one that sheds the most light on the state of our workplaces today. Why should be expect anyone (regardless of age) to "just deal with" abuse, marginalization and mistreatment? Have we decided it's ok for "unimportant" or "lower level" people to be mistreated, and for authority figures to be granted unearned respect? 


  • Unspoken expectations: I've noticed that many from older generations carry expectations of others that are not always communicated. This again can be due to feeling like the world sees things through their eyes, so what they think/feel should not have to be stated. But we live in a diverse world- where people have many different sets of expectations, experiences and levels of knowledge that require us to hone our communication skills. Younger generations are not interested in playing the game or dancing around feelings. They are not interested in attempting to guess what it is you need. These generations require a candidness that older generations may be uncomfortable with. But does that mean young people are "wrong?"


If you notice, you'll see that older generations can be guilty of the very behaviors they accuse younger generations of having (being inflexible, feeling they're always right, laziness (cognitive), etc.). And this is not about blame; it's about accountability. We all have accountabilities to how we show up- both for ourselves and for others. If we take an objective look at the expectations of the workplace, what do we find? Patterns of abuse? Manipulation? Exploitation? Why should we continue to perpetuate this cycle? 


What's wrong with creating another way?


How Can You Support Our Young People?


Connecting with and effectively leading young people will require self-reflection, and a different approach to leadership and mentorship from the norm. In the same ways you may expect younger people to reflect on their behavior (as they should), try to work on being the example. 

Despite what it may look like to you, our young people are looking to us for guidance and help. They're looking for help in making this world a better place to be in- not simply being handed less than pleasant experiences and being expected to deal with it "because you had to." 


Now presents a great opportunity for Gen X and us older Millennials (and our Baby Boomer friends) to create new ways of working and interacting that don't cost us our souls and self-respect.


Download the free guide What Gen Z is Actually Telling You to learn more about how you can better interact with, connected to, and lead younger generations.


You can also click here to learn more about my Unscripted Leadership™ model and how it can help you and your organization be the first the pave the way for mentally, emotionally, and socially safe workplaces for all.



Nicole is an organizational consultant and personal coach, who is passionate about inspiring the changes our society needs for all to thrive. Using lessons learned from her own experiences and challenges, she hopes to help people within organizations by creating mentally, socially, and emotionally healthy workplaces for all.


Help The Workplace Unfiltered reach more people! If you found this article useful, please comment, like and share. If you are interested in workplace wellness coaching and would like to learn more, you can:




 
 
 

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