The generational conflict in the modern workplace is not merely a sensationalized headline it’s a part of everyday reality for countless business leaders. A recent survey of 966 executives conducted by Intelligent.com found that 75% of businesses attempted recent Gen Z recruits and found them unsuccessful, and 60% had to terminate at least some of them within a year. Some complaints include missing deadlines and poor communication, while others cite a perceived lack of professionalism. But behind the frustration is a potential with the proper techniques, leaders can transform these so-called “snowflakes” into top-performing contributors.
1. The Soft Skills Gap Is Real and Rooted in Context
A lot of Gen Zers got into the workforce without the in-person internships, networking, and mentorships that previous generations took for granted. Pandemic-era distance learning deprived them of fewer opportunities to learn workplace manners on the job. As Chief Education and Career Development Advisor at Intelligent, Huy Nguyen, put it, “They are usually not prepared for an environment less structured, workplace cultural dynamics, and the expectation of independent work.” This inexperience goes far toward explaining why 39% of leaders rank poor communication skills among their most significant concerns and why requests to coaches such as Rosalinda Randall have risen 50% in the past few months.
2. Why They’re Perceived as Easily Offended
Jessen James, an entrepreneur and a mentor, wrote about witnessing some Gen Zers “crumbling” under even moderate stress. Experts warn against attributing this to fragility, however. Gen Z came of age during an environment where mental health and social justice were openly discussed, so they are more likely to express discontent which previous generations may have quietly suffered. The challenge to leaders is walking the line between such openness and building resilience.
3. Performance Improvement Plans Are Common
Gen Z is the most likely generation to be put on performance improvement plans, with 40% of working recent grads actually on one right now. Typical triggers are missed deadlines, ineffective communication, and struggling to thrive in high-pressure situations. Nguyen recommends formal onboarding and mentorship to “give them the best chance to succeed” over just corrective action.
4. The Etiquette Factor
From filling shared spaces with crumpled up food wrappers to FaceTiming buddies while they sit at their cubicles, the grievances can seem petty but are important. Randall’s workshops address everything from eye contact to business jargon, even a little bit of personal hygiene. Salesforce has incorporated soft skills into training, learning Slack etiquette and presentation skills alongside coding training. Those interventions recognize that “they don’t know what they don’t know,” as Salesforce’s Jenny Simmons said.
5. Bridging the Communication Divide
Generational differences in communication style are a major friction point. Gen Z often prefers quick, informal channels over formal meetings or long email threads. Older colleagues may see this as unprofessional, while younger workers see it as efficient. Melissa Franks of On Call COO recommends giving context for processes rather than expecting blind compliance “Give them more context about why things are done a certain way, and you’ll get more respect.”
6. Purpose, Progress, and Recognition Matter
Calling Gen Z entitled misses their desire for purposeful work. Research indicates 65% are hungry for job development and desire employers with values aligned to their own. They also yearn for regular, sincere praise 78% would like feedback several times a month. Executives who link appreciation to specific efforts and bridge work to a broader mission can unlock greater engagement.
7. Setting Clear Expectations and Boundaries
Ambiguity is the fuel of underperformance. Nguyen emphasizes that clearly defining success at the outset deadlines, deliverables, and behavioral expectations cuts down on misunderstandings. It helps solve entitlement perceptions as well, as employees can literally watch how their performance will be measured. Combining this with autonomy creates trust while still keeping people accountable.
8. Investing in Continuous Learning
Gen Z’s technical fluency is a great strength, but few of them have the problem-solving and critical thinking skills to use it well. Their leaders can tap into their flexibility by weavng continuous learning into the culture cross-functional initiatives, mentorship, and development programs focusing on both technical and people skills.
9. Taking Stereotypes Head-On
Stereotypes are a two-way street. While 65% of hiring managers view Gen Z as entitled, 8 in 10 Gen Z employees indicate stereotypes have damaged their careers, with nearly half thinking they’ve been denied promotions or raises due to them. Open communication on these biases and a commitment to performance based on individual work, not generational assumptions can reduce tensions and boost retention.
The truth is that Gen Z will comprise one-third of the workforce in 2025. Leaders who are flexible by establishing clear expectations, providing specific training, and engaging in open, respectful communication will not only span the generation gap but will convert perceived liabilities into competitive advantages.
