By Gen Z, the youngest generation in the workforce, has often been criticized for a perceived lack of work ethic, a sentiment echoed by figures like Whoopi Goldberg, who have remarked that they are not working as hard as previous generations.
Now, a new survey reveals that even Gen Z hiring managers find their own generation the most challenging to manage.
This surprising finding highlights a complex dynamic in the modern workplace, where generational differences are becoming increasingly pronounced.
Not just boomers: Gen Z managers agree on workplace challenges
The latest cohort of workers have faced criticism from Gen Xers and Baby Boomers, with complaints of lateness, a reluctance to take on extra tasks, and overall lack of professionalism.
However, according to a recent survey by Resume Genius, it’s not just older generations who find Gen Z challenging.
When asked which generation is the most challenging to work with, 45% of the 625 US hiring managers surveyed pointed to Gen Z, the generation born between 1997 and 2012.
Surprisingly, half of Gen Z hiring managers admitted that their own generation is the most difficult to manage.
In contrast, baby boomers, despite receiving their share of criticism over their lack of adaptability and their resistance to retirement, were voted as the easiest to manage.
However, this did not translate into higher chances of being hired.
Millennials lead as the most hireable generation
While baby boomers are considered easy to manage, they are the least likely to be hired. In the next year, just 4% of hiring managers expect to hire baby boomers, while one-third expect to hire Gen Zers.
Even though Gen Z may be the most challenging to work with, they are still the second most likely generation to be hired.
However, the most sought-after employees are their slightly more seasoned millennial peers, with 45% of hiring managers expecting to hire them in the coming year.
In contrast, just 14% of hiring managers plan to hire Gen X workers.
Lost experiences and needed soft skills training
The survey did not explore the reasons why Gen Z workers are perceived as more challenging to manage than their peers, but the fact that they came of age during the pandemic cannot be ignored.
Not only did Gen Z miss out on key college experiences, they also didn’t gain practical experience through summer internships before entering the workforce.
Because of this, employers are now providing new graduates with extra training to help them get up to speed, with the Big Four consulting firms (Deloitte, PwC, KPMG, and EY) offering soft-skills training to help them with areas such as public speaking and working as a group.
Ian Elliott, chief people officer at PwC UK, told Fortune that:
It’s wholly understandable that students who missed out on face-to-face activities during Covid may now be stronger in certain fields, such as working independently, and less confident in others, such as presentations to groups.
Adding to this, Resume Genius’s survey suggests that workers get easier to manage with age, with the challenge rating dropping to 26% for Millennials, 13% for Gen X, and only 9% for baby boomers.
Adapting to Gen Z’s values: beyond management
Instead of focusing solely on managing Gen Z, the research’s author argues that businesses need to adapt to the unique values that Gen Z bring to the workforce.
“Gen Z has already shaken things up, but they’re not here to break things: They bring a unique blend of talent and bold ideas that can rejuvenate any workforce,” wrote Geoffrey Scott, a senior hiring manager at Resume Genius.
For example, Gen Z managers are more likely to consider hobbies and interests on a resume, while Gen Z employees tend to prioritize their social beliefs when selecting a workplace, with half stating they would turn down a position that doesn’t align with their convictions.
Scott concluded:
Gen Zers might have a bad rep, but they have the power to transform workplaces for the better.
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