/// THIS WEEK
Earners,
A recent survey of nearly 1,000 business leaders revealed some interesting statistics: 75% of companies reported that recent college graduates they hired this year were unsatisfactory, 6 in 10 fired a recent grad, and 1 in 7 may stop hiring them altogether next year. While it’s easy to blame an entire generation, the reality is far more nuanced. This week, we’re exploring this perfect storm of economic uncertainty, shifting workplace dynamics, and unrealistic expectations colliding all at once.
[ INSIGHT ]
The economy is in a weird place right now. Markets show growth, people are spending, and we’re not in a recession…but there’s an underlying shakiness. Whether it’s geopolitical tensions or economic uncertainty, employers are reluctant to make big investments unless they have massive cash reserves.
Companies are moving along but holding back on hiring until there’s more certainty. This creates fewer opportunities across the board, and historically, younger workers feel this pinch hardest. Government labour data shows workers aged 20-24 have the highest layoff and firing rates in the entire workforce. When things get tight, it’s the newest hires who suffer most.
/// DATA
The average job tenure for workers aged 20-24 is under 2 years and dropped after 2020, meaning employers are pulling the plug earlier than ever.
Post-2021 surveys show most managers tolerate shorter learning curves and are quicker to cut underperforming junior employees.
65% of hiring managers believe recent graduates are entitled, 63% think they get offended too easily, and 55% say they lack a work ethic.
[ BREAKDOWN ]
Three major forces are working against Gen Z right now. First, expectations have skyrocketed while training has plummeted. Companies aren’t investing in developing long-term talent; they want people who can do more with less immediately. Managers are stretched too thin to provide proper onboarding.
Second, AI is eliminating the foundational tasks younger workers used to learn from (i.e., email etiquette, communication, and task management). Gen Z is expected to already know this stuff on day one, but AI only enhances you if you understand the fundamentals first.
Third, there’s classic juvenoia, in other words, the age-old belief that young people are lazy and entitled. Every generation faces this, but the current environment amplifies it because employers need more from everyone, and younger workers feel the squeeze the hardest.
[ TAKEAWAY ]
I don’t think Gen Z is fundamentally different from previous generations. Technology has always shifted how young people operate; this just feels different in the moment. The real issue is that this environment rewards traditional hustle: showing up early, taking on responsibility, staying late. It’s an employer’s market with more applicants than roles, so companies can be picky.
That’s why entry-level jobs ask for three years of experience. For employers, cutting young talent short is shortsighted; you need fresh energy and cheaper labour to build a sustainable company. For Gen Z, recognizing the pressure companies face from AI disruption and economic volatility doesn’t mean accepting unfairness, but it does mean adapting your approach. A little empathy on both sides would go a long way.
Earn more,
TCE
[ MONEY TIP OF THE WEEK ]
If you’re early in your career, treat your first few years like an investment in skills, not just a paycheque. Focus on roles and companies that still prioritize training and development, even if they pay slightly less initially. The foundation you building now (i.e., communication, work ethic, understanding corporate dynamics) will compound over your entire career. Don’t let AI do all the grunt work; those “boring” tasks teach you more than you realize.
To watch the featured episode, check out the video below:
