6-minute read

Earners,

Employers often complain about the incoming generation into the workforce, right now it’s Gen Z. But why?

A recent survey of 1,000 U.S managers revealed:

1. More than half of employers feel stressed or frustrated managing Gen Z.

2. Nearly a third said they would avoid hiring a Gen Z candidate altogether.

3. 18% have contemplated leaving their own job because they believe managing Gen Z would be “too much.”

Is this really a Gen Z problem, or just history repeating itself?

The “Lazy Generation” Cycle

Every generation starts its career with a reputation problem.

• Boomers (1946-1964) were dubbed the “Me Generation.” Critics claimed they were selfish, too focused on personal fulfillment, and unwilling to respect traditional work norms.

• Gen X (1965-1980) became “the slackers.” The media portrayed them as cynical, unmotivated, and disengaged during a time of economic and social uncertainty.

• Millennials (1981-1996) were called the “Trophy Generation.” They faced accusations of entitlement, job-hopping, and craving constant praise.

Now, it’s Gen Z (1997-2012) under fire. They’re being painted as “difficult,” “soft,” and “unprepared.” But if history tells us anything, it’s that these labels say more about the anxieties of older generations than the reality of the new one.

Generation conflict is not new; it’s a recurring script. What looks like laziness is often just a different way of adapting to the world as technology, economies, and values shift.

Amplified by Social Media

There is, however, one thing that makes Gen Z’s reputation feel especially intense: amplification.

In the past, critiques of younger workers happened quietly. Either at water coolers, over coffee, or in the pages of magazines. Today, every generational gripe becomes a meme, a viral TikTok, or a heated LinkedIn post.

Take the “Gen Z stare” trend - videos of young workers giving a blank, expressionless look in meetings. To older colleagues, this reads as rude or disengaged. To Gen Z, it’s just a neutral face or a habit shaped by screen-based communication during the pandemic. But when millions of people watch, share and comment, these small moments fuel stereotypes and widen the generational gap.

Communication Gaps

Maybe the biggest tension between Gen Z and other generations is communication.

• Digital Strengths: Gen Z is the most fluent generation in online communication. They excel at quick written exchanges, visual platforms, and multitasking across channels. Surveys even suggest remote work has improved Gen Z’s writing skills more than any other group.

• Face-to-Face Weaknesses: At the same time, 24% of Gen Z say their in-person communication skills have weakened, compared to just 5% of Boomers. This shows up in ways that can feel jarring to managers: fewer verbal cues, less eye contact, and too much reliance on Slack messages over in-person conversation.

For older generations, who were trained to speak up in meetings and master phone calls, this shift can feel like avoidance or disrespect. For Gen Z, it’s efficiency. It’s not right or wrong, it’s simply a different approach.

Higher Standards & Less Tolerance

One thing that is truly new about Gen Z is their expectations of employers.

• They are more likely to demand alignment with their values.

• They’ve led unionization efforts at companies like Starbucks, Amazon, and Google.

• They call out discrimination, inequities, and toxic culture loudly and often online.

A Deloitte survey found that the majority of Gen Zs would reject a job if the employer’s values didn’t match their own. That’s a bold move compared to previous generations, who often felt they had no choice but to endure.

This shift makes employers uncomfortable. To some, it looks like entitlement. But it can also be read as progress; younger workers refusing to normalize burnout, unpaid internships, etc.

The Remote Work Divide

Lastly, the shift into remote work.

Gen Z is not pushing for a 100% work-from-home future. Instead, they prefer hybrid models: part in-office for mentorship and collaboration, part at home for focus and balance.

Older generations often see remote flexibility as a perk. Gen Z sees it as standard practice. When told to commute five days a week, many young workers ask: why?

This disconnect creates friction. Managers who “paid their dues” with decades of long commutes may view Gen Z’s demands as spoiled. But for a generation raised on digital tools, it’s simply logical to work differently.

Bottom Line

So, is Gen Z truly “difficult”? Not really.

Each generation is shaped by its own world. Boomers, Gen X, Millennials, and now Gen Z have all been moulded by different economies, technologies, and cultural shifts. What seems like entitlement is often adaptation.

Instead of pitting one side against the other, workplaces could benefit from collaboration. Boomers and Gen X bring resilience, experience and polished communication skills. Gen Z brings digital fluency, empathy, and a willingness to challenge outdated norms.

The best workplaces don’t ask “who’s right?” They ask, “How do we bridge these differences to build something stronger”?

Earn more,

TCE

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Money Tip of the Week:

With the end of the year approaching, now is the time to review your TFSA and RRSP contribution room for Canadians. Consider maximizing contributions before deadlines to take advantage of tax benefits and set yourself up for a strong financial start in 2026. If you’re not in Canada, make sure to contribute to your appropriate accounts before year-end, if applicable!