“Generation Z has quickly become a significant influence in the labor market, but their entry into the world of work is proving to be a rocky start. Research indicates that a substantial number of young graduates are being fired within the first year of entering the workforce, largely due to behavioral and professional errors, as identified by their managers. While some of these problems are a result of value and work style differences between the generations, others indicate a lack of employability skills that have long been deemed necessary by employers.” Based on recent surveys among employers and global research on workplace readiness, here are the most common habits and traits that are causing early terminations and why they matter.
1. Chronic Lateness
Showing up late to work, entering virtual meetings after the meeting has begun, or waiting before responding to critical emails communicates that the time of others is of little value. In a survey, 66% of employers said that Gen Z employees are often late to work. Being on time is more than a nicety; it is a fundamental indicator of dependability.
2. Overly Casual or Inappropriate Communication
With slang-laden emails and sarcastic sign-offs, casual communication styles can conflict with existing norms in the workplace. Studies have shown that while authenticity is important to younger generations, tone incongruence can lead to miscommunication and a lack of credibility, particularly when communicating with clients or with senior management.
3. Dress That Signals Disengagement
Even in a casual office environment, presentation matters. Employers recognize that arriving at work in clothing that looks unkempt or too casual can suggest a lack of commitment to the position. Nearly 58% of hiring managers do not approve of the way some Gen Z employees dress for work.
4. Low Initiative and Motivation
A lack of drive was cited as a reason for termination by half of the managers surveyed who let go of recent graduates. While Gen Z may value fair compensation and work-life balance, this can be seen as a lack of willingness to exceed the minimum requirements, particularly in organizations that place a high value on discretionary effort.
5. Quiet Quitting Behaviors
Lack of communication regarding concerns can affect the team’s morale and productivity. Managers appreciate the transparency that comes with an unsustainable workload or expectation, allowing for adjustments before performance is affected.
6. Poor Face-to-Face Communication Skills
As Gen Z has grown up in a world where technology is at the forefront, they are very tech-savvy, but not as comfortable with face-to-face communication. This can be frustrating for employers when a situation arises that requires speaking with an employee in person, but they respond instead through text or email.
7. Disorganization and Missed Deadlines
Incomplete projects to personal phone use, disorganization is a common grievance. 78% of employers have identified unprofessional or disorganized work behavior as a reason for termination.
8. Unrealistic Job Expectations
Some job seekers may have high salary expectations, extensive benefits, or fully remote work opportunities without first proving their worth. Ambition is encouraged, but it is received even better when it is accompanied by humility and awareness of industry standards.
9. Resistance to Feedback
Employers indicate that defensiveness in performance appraisal can hinder development. Being receptive to constructive criticism is always ranked among the most important skills for employability in terms of career development.
10. Overdependence on Guidance
Although mentorship is appreciated, too many calls for guidance can be burdensome for the supervisor. Finding a balance between the need for assistance and independence is important for establishing trust and autonomy.
11. Over-Reliance on Technology
Being tech-savvy is a positive trait, but when it leads to a lack of human interaction, teamwork may be negatively affected. It is an advantage for employers to have employees who can combine technology skills with people skills.
12. Advocacy That Disrupts Workflow
Many Gen Z employees are passionate about social and environmental causes. While having meaningful work is valuable, forcing the pace of change in an organization can be counterproductive.
13. Limited Practical Experience
According to global studies, there is a gap between academic preparedness and work readiness. Skills such as problem-solving, adaptability, and teamwork are in high demand, but they are lacking in new graduates.
14. Mental Health Disclosures Without Boundaries
Gen Z’s willingness to talk about mental health is changing the culture in the workplace, but it can be a challenge for supervisors when the need for accommodations is not clear.
15. Push for Rapid Advancement
The need for rapid promotion and customized career paths may upset the established order of traditional hierarchies. Although career development is a legitimate need, a record of consistent performance helps to establish credibility for promotion.
Employers and members of Gen Z must work together to close these gaps. For employers, there are things that can be done to help new employees adjust. For young professionals, the key may be to develop a set of fundamental skills that will help them succeed.
