Developing Critical Workplace Skills
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. I have also blogged about the issues employers are having with them that make employers reluctant to hire Gen Zer’s. I am revisiting these issues today and expanding the discussion by considering hiring ability.
Attitudes Toward Hiring Recent Gen Z Graduates
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 that year were unsatisfactory.
- 6 in 10 companies fired a recent college graduate they hired that 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.
What’s Missing in Gen Z Are Critical Workplace Skills
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-errs 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 Zer’s 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.”
Why are Companies Firing Gen Z Employees?
So where is it going wrong for newly-minted graduates?
Employers’ gripe with young people today is their lack of motivation or initiative—50% of the leaders surveyed cited that as the reason why things didn’t work out with their new hire.
Bosses also pointed to Gen Z being unprofessional, unorganized, and having poor communication skills as their top reasons for having to sack grads.
Leaders say they have struggled with the latest generation’s tangible challenges, including being late to work and meetings often, not wearing office-appropriate clothing, and using language appropriate for the workspace.
Now, more than half of hiring managers have come to the conclusion that college grads are unprepared for the world of work. Meanwhile, over 20% say they can’t handle the workload.
In reality, colleges know that their students are wholly unprepared for the workforce, and some have started stepping up to fill the gap.
For example, Michigan State University is teaching students how to handle a networking conversation, including how to look for signs that the other party is starting to get bored and that it’s time to move on.
How to Be More Hirable
When asked what would make college grads more hirable, bosses responded: a positive attitude and more initiative.
Intelligent’ s chief education and career development advisor, Huy Nguyen, advises Gen Z grads to observe how other workers interact to understand the company culture at any new firm they may join. From there, it’s easier to gauge what’s an appropriate way of engaging with others.
“Take the initiative to ask thoughtful questions, seek feedback, and apply it to show your motivation for personal growth,” Nguyen adds. “Build a reputation for dependability by maintaining a positive attitude, meeting deadlines, and volunteering for projects, even those outside your immediate responsibilities.”
Amazon CEO Andy Jassy previously echoed that an “embarrassing” amount of your success in your twenties depends on your attitude—and the reason why is simple: Managers would rather work with positive people.
Some leaders have even insisted that a can-do attitude at work will advance young workers’ careers more than a college degree.
Richard Branson, the billionaire founder of Virgin, has repeatedly urged young people to ditch university in favor of the “school of life.”
Meta CEO Mark Zuckerberg even claimed that raw talent and personality trump credentials.
To that end, Cisco’s top executive in the U.K., David Meads, dropped out of school at 16 years old. He told Fortune that “attitude and aptitude are more important than whatever letters you have after your name, or whatever qualifications you’ve got on a sheet.”
What Does AI Say?
Bosses are increasingly unimpressed with Gen Z college graduates due to several key factors.
Lack of Preparedness
Many hiring managers believe that recent graduates are unprepared for the workforce. They often cite a lack of essential skills and knowledge that are critical for job performance.
Workload Management Issues
Graduates are frequently perceived as unable to handle the demands of the job. This includes struggles with time management and meeting deadlines, which can lead to frustration among employers.
Professionalism Concerns
There are significant concerns regarding professionalism among Gen Z workers. Employers report issues such as poor communication skills and a lack of workplace etiquette, which can hinder team dynamics and productivity.
Hiring Hesitancy
As a result of these challenges, some companies are reconsidering their hiring strategies. Reports indicate that one in six employers may be hesitant to hire recent graduates again due to negative experiences.
Conclusion
As I have blogged about before, 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 July 23, 2026. You can contact Steve at: profdocsteve@gmail.com. Find out more about Steve’s activities at: www.stevenmintzethics.com.