How Do Millennials’ Kids Hate Their Jobs?




Millennials’ Kids Hate Their Jobs When Gen Z entered the workforce, the recession was still a topic, the COVID-19 pandemic left businesses reeling (and they’re still recovering), and the U.S. Surgeon General called it a youth mental health crisis. The first job for a fresh graduate can be challenging, leading to Gen Z being deemed the unhappiest generation at work.

Research on Gen Z work satisfaction. Millennials’ Kids Hate Their Jobs


How Do Millennials' Kids Hate Their Jobs?


Gen Z has a good reputation. They’re seen as unmotivated, inept, or argumentative at worst. A Resume Builder poll indicated that 3 out of 4 managers struggle with Gen Z employees, citing lack of enthusiasm, attention, and technology abilities as the main causes. They’re inventive, tech-savvy, and socially sensitive at best.

Their attention is elsewhere. A Gallup survey indicated that 54% of Gen Z are disengaged at work and lack a strong relationship with their coworkers, managers, or employers. Along with younger millennials, they are the generation most likely to experience high stress (68%) and burnout (34%).

They’re weary. According to Deloitte, 36% of Gen Z workers experience fatigue or low energy at work. 35% are mentally distant from their job and cynical about it. Possibly because more than 4 out of 10 Gen Z workers claim they struggle to perform well.

They’ll switch jobs. Gen Z will “quite quit” and find a new job if they’re unhappy. A Bankrate survey found that 78% of Gen Z employees plan to seek new employment in the following year.

This may be about generational expectations. According to The New York Times, Gen Z demands such as paid time off for anxiety and period cramps, gender pronouns in Slack accounts, and flexible working hours are confusing to older employees. Some firms can’t keep up with Gen Z’s progressive vision, while others let them influence workplace culture. Dissatisfaction and fatigue may result from Gen Z employees not listening or bending policies.

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Why is Gen Z struggling at work?

Gen Z’s unique economic and cultural moment has caused much of their job dissatisfaction. After seeing the Great Recession, climate change, a pandemic, and a mental health crisis, Gen Z is disillusioned and skeptical of the status quo.

COVID-19 ambiguity persists. Millennials’ Kids Hate Their Jobs

Many Gen Zers got their first employment after the COVID-19 epidemic. Already, their plans to move home after college or lose jobs in their desired industry were foiled. For the first time, businesses operated remotely, while others explored hybrid arrangements. The traditional workplace has evaporated, therefore Gen Z had to adjust swiftly.

A wave of layoffs left many Gen Zers without a job after graduating college. Over half of Gen Zers aged 18-23 claimed job loss or wage drop because of the epidemic.

High company and career expectations

Gen Z workers have high expectations of themselves and their companies. Here’s what Gen Z workers may be missing at work, lowering satisfaction.

Faster career path. As a result of growing up on social media, this generation expects real-time openness and feedback at work. Additionally, Gen Z values job progress and expects to be promoted at least once a year (57% worldwide). Gen Z workers may feel disappointed and aimless due to an unclear job path or lack of goals.

A kind, inspiring leader. Additionally, these employees choose trust, support, and compassion in managers over authoritarian work situations. They want mentorship and job progress from great leaders. Therefore, typical workplaces with a rigid hierarchy may struggle to engage Gen Z.

A devotion to social justice. Handshake found that 55% of Gen Z value a commitment to diversity, equity, inclusion, and belonging (DEIB) when choosing a workplace.

Simply said, Gen Z wants to improve the planet. Transparency, advancement, and flexibility are desired. They’re passionate about finding purpose at work and elsewhere.

Millennials had comparable issues.

Each generation enters the labor with a unique perspective. Hearing about Gen Z can be familiar to millennials, who also faced accusations of disengagement, laziness, and entitlement in their early careers.

Gen Z’s employment dissatisfaction may be typical of younger generations entering the workforce.

Tough economic conditions changed millennials’ lifestyles and long-term plans. Gen Z is dealing with the COVID-19 epidemic, whereas millennials endured the Great Recession. In 2012, Pew Research found that 49% of people took a job they didn’t desire to pay the bills. However, many millennials were hopeful and had modest work satisfaction.

Millennials and boomers argue over freedom and hierarchy. Millennials, like Gen Z, wanted immediate input, whereas older generations were happy with an annual evaluation. From working hours to professional clothing, millennials wanted more flexibility from the outset.

Millennials have high expectations and will job-hop if unhappy. A 2016 Gallup research found that millennials value clear communication, accountability, and expectations. Leaders acknowledge the importance of millennials but are unsure how to interact with them.

Sound familiar? Although different, Gen Z and millennials are more alike than one might imagine. Instead of their birth year, their employment issues may represent the obstacles of shifting from college to the workforce as a young person.

Finding your first job and adjusting to a workplace with rules, processes, expectations, and hierarchies takes time. Young workers may become more engaged and satisfied as they adjust to this novel setting.

Youth drive the cultural zeitgeist by determining what’s popular and what’s outmoded, questioning the current quo, and pressing their employers to accept fresh viewpoints.

Employers must be patient, supportive, and mentorship to the next generation. Young people are the future of work, and a multi-generational workplace can provide a competitive advantage.


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