The Great Divide: 4 Things About Gen Z’s Work Ethic You Probably Didn’t Know

Discover how Gen Z challenges workplace stereotypes—from work ethic to wages—and what employers can do to attract and retain them.

Lexi Matuson

Lexi Matuson

Observing and writing about issues that concern Gen Z in the workplace.

Heading into this article, you probably think that you know everything about Gen Z. You’ve watched news segments about them, read stories online, and chances are you’re related to some of them too. As a member of Gen Z, I’m here to suggest you get rid of any preconceived notions you might have about us because there’s a very good chance you’ll find yourself surprised by them in more ways than one.

Stereotypes and Reality

To begin, let’s go over some stereotypes that you may have heard about Gen Z. According to a 2022 study, the words used to describe the generation most were “selfish,” “creative,” and “outgoing.” While some Gen Z participants agreed that they were “individualistic” and “technology-obsessed,” others disagreed by saying that it’s “unrealistic to expect a single label to apply to an entire generation of individuals.”

Debunking Gen Z Workplace Myths

Efficiency vs. Laziness – Gen Z is not the lazy generation

When a new generation comes of age, they’re labeled lazy – like clockwork. Before Gen Z, it was Millennials. Before them, it was Gen X and Baby Boomers. A study published in the Journal of Business and Psychology put this sentiment to the test. They found that attitudes surrounding work change over time as one ages, but are not affected by generational make-up.

Instead of seeing the younger generation as sluggish, try seeking tips from them on how to efficiently use your time in the office.

Motivation – Gen Z have a plan for their career and are taking action

The COVID-19 pandemic left many members of Gen Z feeling stagnant. As a result, career progression is more important than ever. Gen Z is actively looking for roles where they can grow and climb the career ladder.

If you want to retain this sector of the workforce, be sure they’re aware of mentorship and development programs. Gen Z is hungry and ready to prove themselves—just make sure they can do it at your company, not your competitor’s.

Knowledge – Gen Z is more work-savvy than you may think

I recently resigned from a position that wasn’t working for several reasons. During offboarding, my employer asked why I was leaving—but I knew I wasn’t obligated to share. My manager seemed surprised I knew that. It became clear she assumed I didn’t understand my rights.

The overall offboarding process, from payroll issues to post-resignation expectations, showed me how not to treat an employee. Even if my experience had been positive before, I wouldn’t recommend the company after the way I was treated.

Standards – They won’t settle for pay that can’t cover their rent

With rising living costs and inflation, Gen Z refuses to settle for entry-level roles that don’t offer a livable wage. It’s not surprising, considering many such roles demand 3–5 years of experience and offer only $42,500 annually.

Despite a grueling job market filled with ghosting and rejection, Gen Z remains determined to find roles that align with their values and needs. They are not desperate—they are discerning.

What does this mean for employers? It’s time to reflect: would you be able to live on your entry-level salaries? If your employees are taking second jobs just to survive, they’ll be less focused and less productive. Ultimately, poor pay can cost your company more than it saves.

Generational Understanding

The Golden Rule Applies to Every Generation

In conclusion, we all want the same things—respect, opportunity, and purpose—regardless of generation. It’s worth remembering that what’s being said about Gen Z was once said about your generation too.

The best advice I can offer: follow the golden rule. Treat people how you’d like to be treated. By doing that, you’ll help create a workplace where people love to work and customers love to do business.

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