Bosses are firing more Gen Z workers. But are they just misunderstood?

“They grew up with unlimited information at hand. From their trust, clear objectives and purposes, flexibility and will exceed expectations.”

‘[Gen Z’s] The lack of familiarity in the office has a negative impact. “

Aaron Mcewan, VP, Research and Advisory at Gartner

A misunderstood generation

Director of the Torrens University Language Center program, Jacqui Gueye, works with a multignerational workforce, including Gen Z, Millennials, Gen X and Boomer.

His experience shows that managers and workplaces must re -evaluate some of their approaches, in particular when more Gen Z enter the workforce.

Unlike previous generations, the younger generation gives priority to the balance between work and private life and mental health, which can sometimes be interpreted badly as a lack of commitment rather than a cultural change.

Loading

“There is an acceptance of the neurodactance within this generation, which influences their approach to work. They do not necessarily believe in sitting at a desk for eight hours if it can be completed in four,” he says.

One of the major challenges that observes is the disconnection between traditional management structures, which emphasize the time -based productivity and the preference of Gen Z for the work -based work.

In addition, their digital-prime communication style, favoring quick messages via team or text by formal e-mails. “Sometimes this can be perceived as poor communication from the older managers.”

Fastest feedback

Gen Zers grew up with continuous feedback loops from social media platforms. “They disengage or look for new opportunities if they feel tiny up in a job that does not align with their fundamental values,” says Gueye.

Note that the most effective way to involve and manage Gen Z is to set clear expectations from the beginning as regards work hours, deadlines and performance measures, also explaining the logic behind them.

They respond very well to the opportunities for tutoring and career development, preferring personalized coaching on traditional top-down management.

“Taking advantage of their digital fluidity and innovative thought can be an important resource, in particular in areas such as the social media strategy, the resolution of creative problems and the improvement of processes.”

Challenges in the Australian workplace

An Australian study discovered that the challenges for leaders and managers with Gen Z employees are generally linked to the effort and conservation perceived.

The Gartner talent monitor survey data, between October and December 2024, showed that just over 12 % of the employees of Gen Z in Australia was willing to go beyond their employer, which is significantly behind their older colleagues.

Aaron McEwan, vice -president, research and advice of Gartner, said that this generation is not afraid to let their managers know that they attribute a higher value to the balance between work and private life. “This should not be confused with a” minimum naked “attitude towards work,” he says.

The introduction of hybrid work caused the loss of employees of Gen Z on the rules on the post of key work that were on the agenda for previous generations.

“This lack of familiarity in the office has a negative impact. They have not been able to observe the behaviors of their colleagues, who inform the expectations in the workplace. Furthermore, less exposure and opportunities to practice key interactions, such as negotiation, networking and speaking in public,” says McEwan.

“From a managerial point of view, organizations should guarantee that managers are adequately equipped to communicate effective culture with all the generations of the workforce.”

Get news on the workplace, advice and perspectives to make your job work. Sign up for our Weekly thank God is the Monday newsletter.