You’ve just hired a bright, eager Gen Z employee. Their resume is polished, their enthusiasm is off the charts, and their ideas sound like the future. Fast forward three months, and suddenly, you’re processing their termination paperwork. What happened? Why are companies hiring Gen Z workers and then letting them go so soon?
Let’s dive into the dynamics of why Gen Z employees aren’t sticking around and compare their experience to that of millennials when they first entered the workforce.
Expectation vs. Reality: The Great Disconnect
Gen Z is entering the workforce with some pretty high expectations, and who can blame them? They’ve grown up in a world that moves fast—whether it’s technological advancements or cultural shifts—and they want their careers to follow suit. According to a 2023 survey by Deloitte, 45% of Gen Z workers expect a promotion within their first year on the job.
But here’s where the trouble starts: many of these young professionals lack the experience companies are looking for to justify such rapid advancement. They arrive fresh out of college, full of ambition, but often need to develop the practical skills and patience to match their high aspirations. When those promotions don’t materialize within the first 12 months, frustration sets in—and it shows in their work performance.
Compare this to millennials. Sure, they had lofty dreams too, but they grew up during the Great Recession and the early days of the gig economy. They were accustomed to doing more with less and sticking around in jobs they didn’t necessarily love because options were limited. Millennials knew how to hustle, even if they weren’t getting promoted right away. Gen Z? Not so much.
Remote Work: A Non-Negotiable?
One of the major reasons companies are parting ways with Gen Z employees faster than they ever did with millennials is their differing attitude toward remote work. A recent report from Forbes found that 39% of Gen Z workers prefer fully remote positions. They value flexibility and prioritize work-life balance in a way that older generations might not have at the same age.
However, many companies—especially those still recovering from pandemic disruptions—are eager to get employees back in the office, at least part-time. The idea of traditional, in-person work is making a comeback in industries that value collaboration and hands-on learning, something newer workers need. When faced with this shift back to the office, Gen Z isn’t always on board.
Millennials, by contrast, entered a job market that expected face-to-face interaction as the norm. The idea of remote work wasn’t mainstream when they started, so they adapted to long commutes, cubicles, and conference rooms without too much fuss. But Gen Z? They’ve tasted the freedom of working from home in their PJs and aren’t ready to give it up.
Quiet Quitting? More Like Open Frustration
While the concept of “quiet quitting” (doing the bare minimum at work) has been around for years, it’s often associated with burnout among older generations. Gen Z, on the other hand, has adopted the practice early on in their careers. They’re not shy about expressing frustration with company culture, workload, or management styles.
A Gallup poll from 2023 showed that over 60% of Gen Z workers reported feeling disengaged at work. They tend to lose interest quickly if they don’t feel valued or if they perceive that their efforts aren’t being recognized. This disengagement can lead to early exits—either by choice or by their employer’s decision.
Millennials were no strangers to workplace dissatisfaction, but they often bottled it up, pushed through, and quietly updated their resumes. Gen Z, on the other hand, tends to address their concerns directly, even if that means heading for the door when things don’t improve.
The Skills Gap: Experience Isn’t Downloadable
Another significant reason for Gen Z’s quick turnover is the growing skills gap between what they bring to the table and what employers need. While Gen Z is incredibly tech-savvy, many employers are finding that these young workers lack other essential skills, such as effective communication, time management, and problem-solving in a corporate setting.
In contrast, millennials entered the workforce at a time when soft skills were equally important as technical know-how. They may not have had all the answers, but they were willing to learn and stay the course. Gen Z? They expect to hit the ground running, and when the reality of learning on the job sets in, it can lead to frustration on both sides.
Did Millennials Have It Easier?
Millennials didn’t have an easy entry into the workforce, either. They were labeled “entitled” and “lazy,” too, especially by older generations. However, they were also seen as adaptable and eager to prove themselves, traits that helped them navigate a tricky economy and work environment. Gen Z faces similar criticism, but the rapid pace of technological and cultural change has intensified the disconnect between them and their employers.
While millennials were willing to tough it out, Gen Z isn’t afraid to call it quits early—either by literally leaving or mentally checking out. In an era where job-hopping is more acceptable, they’re more likely to move on when things don’t align with their expectations.
What’s Next?
So, what’s the solution? Companies need to rethink their approaches to managing Gen Z workers. Offering mentorship, more flexible career paths, and clearer expectations could help bridge the gap. Meanwhile, Gen Z may need to temper their expectations slightly and recognize that even the most innovative careers require a bit of patience and persistence.
In the end, it’s not that Gen Z workers are bad employees—they’re just navigating a fast-changing world. The companies that can keep up with their evolving needs are the ones that will thrive.
