Don’t prejudge Gen Z in the workforce
Gen Z tends to be the generation on everybody’s lips right now. As the generation enters the workforce, they are getting a bad rap — and I think it’s too soon to judge.
I saw a recent article with some shocking statistics taken from a survey of 800 U.S. managers, directors, and executives. The survey reported that 19% of Gen Zers bring their parents to interviews. Besides the fact that I find issues with the survey itself, such as only asking negative questions, I think the stat is misleading. First off, 19% of 780 respondents to that question doesn’t perfectly represent the 69.31 million Gen Z people in the United States. The other thing not mentioned here is why the parent is there. I know some people at my school with overbearing parents who might decide that they need to be at their kid’s first interview. Not all of those 19% are going to be kids who decide they need their parents at the interview. It could be the parents deciding they need to be there!
Another worrying trend mentioned in this article is that 40% of companies said they try to avoid hiring Gen Z workers. The reasons mentioned include that Gen Z employees are unprepared for the workload and deliver assignments late. How are Gen Z employees going to prove themselves or fix these issues if they aren’t hired? Think back to your first big job, the mistakes you made, and the things you could’ve done better. Now, think about if you weren’t even hired and allowed to make those mistakes. Deciding not to hire an entire generation based on stereotypes is only going to result in issues down the road.
Another concern mentioned in the article is Gen Z’s less formal language and dress. I think this is just a change in the times. As every generation grows up, they bring something new to the table. The Gen Z people mentioned in this poll probably don’t believe that their use of language impacts the workplace. If you find this to be a problem with young employees, talk to them. Don’t gossip or complain. Mentor them to show why you believe it is inappropriate for the situation and how to act instead. Here’s another example. The New York Yankees have a rule that prohibits hair beyond a certain length and any facial hair other than a mustache. Many in the younger generations believe that the rule is old and outdated and should be done away with, while some in the older generations believe it instills professionalism and pride. My suggestion is to take the time to understand the perspectives before deciding the differences are due to laziness or being unprofessional.
I can see there are potentially worrying trends about Gen Z employees, such as being late or difficult to manage. But I don’t think it reflects the whole generation. For many Gen Z employees, this is their first job, and honestly, many schools aren’t strict about being tardy or late work anymore, so that is something that may have to be instilled on the job. But the blanket assessments are being made too quickly. Gen Z will bring a lot of positives and unique skills to the workforce, too. And another thing worth noting is that generational grouping is something that isn’t as big of a deal outside of the U.S. Instead of stereotyping Gen Z employees by putting them into a box based on their peers, I think employers should think outside of generational boundaries to decide what a young employee can or can’t do.