Gen Z goes to work and surprising facts

(Dan Tri) - “They are not hardworking, lack discipline, are disloyal, and unprofessional…” - many people often say this about Gen Z. But the truth may surprise you.

Gen Z is being “framed” the wrong way

Generation Z (those born between 1997 and 2012) is gradually becoming the main workforce, accounting for nearly 30% of the global workforce by 2025. However, many business leaders and older colleagues still hold a skeptical view of this group.

They are often labeled as “lazy,” “undisciplined,” “phone-addicted,” “job-hoppers,” or even “disloyal.” But do these stereotypes truly reflect the true nature of Gen Z?

According to expert Emily Guy Birken, who has spent more than a decade researching financial behavior and the workplace, much of this judgment is the result of applying an outdated stereotype to a generation growing up in a completely different context.

Rather than comparing Gen Z to previous generations in the same mold, look at the context in which they grew up: They grew up in the midst of the 2008 financial crisis, when their parents lost their jobs and asset values collapsed. They entered adulthood in the midst of the Covid-19 pandemic — one of the biggest economic and social shocks of the 21st century.

They’ve seen the cost of college climb, student debt pile up, and housing prices spiral out of reach. And they’ve grown up in a world that’s always “on” with social media, 24/7 news, AI, and automation.

All of these factors have shaped a generation that is more pragmatic, more worried about finances, craves flexibility, and has less faith in “safe paths” like staying in one job for life.

Gen Z - a generation growing up amid financial crisis, climate change, divisive politics , an isolating pandemic and an uncertain economy (Photo: Getty).

Not lazy, Gen Z just doesn't work "for work's sake"

One of the biggest misconceptions is that Gen Zers don’t work hard. The truth? They work hard, they just need to know “why.”

According to a Deloitte survey, 75% of Gen Z said they are willing to work overtime if the job brings personal value or a positive impact on the community. They prioritize “meaning” over “tradition”.

“This generation is not driven by power or titles,” Emily Birken says. “They want to see meaning in their work, and they will leave if they don’t see it.”

No lack of loyalty - Gen Z is just more alert

Gen Z is also often criticized for being “job-hoppers” and “disloyal.” However, Birken says that should be understood as a sign of sanity, not ingratitude.

Many Gen Zers choose to leave their jobs when they realize that the company has no clear path to growth, lacks transparency in management, or has a toxic work environment. They grew up watching others burn out trying to stay loyal to a company that doesn’t value them, and they don’t want to repeat that.

A Pew study found that 77% of Gen Z would quit their job if they felt their self-worth wasn't being recognized.

Not lacking in professionalism, Gen Z just sets clear boundaries

While previous generations often had a “contributing unconditionally” mentality, Gen Z is very clear about the boundaries of work and personal life. This is sometimes misunderstood as “unprofessional”.

For example, they don’t answer work emails outside of work, and they’re not willing to “stick their heads in” to work 60 hours. But that doesn’t mean they’re not dedicated. They just don’t sacrifice their mental health for vague expectations of “passion” or “dedication.”

“Gen Z is changing the game,” Birken stressed. “They’re teaching us about the importance of mental health, the right to rest and self-care.”

Gen Z's financial mindset: Different but not irresponsible

Gen Z is often labeled as a “spending addict” because they spend money on experiences, luxury goods, travel, etc., but this is a one-sided view. In the context of rising prices and an uncertain financial future, they tend to prioritize experiences over material accumulation, but that does not mean they do not save.

According to a Bank of America survey, more than 70% of Gen Z started saving for retirement before the age of 25, earlier than both Gen Y and Gen X. They are also the generation that is learning more about investing, cryptocurrencies, and financial freedom than ever before.

How to make the most of Gen Z at work?

Instead of blaming Gen Z for “not adapting,” managers should ask themselves: Are company policies too rigid? Is the corporate culture open and transparent? Have governance tools caught up with the expectations of a generation that understands technology and demands fairness?

“If a generation continues to have problems with the old system, maybe it's time to review that system instead of blaming the generation,” Birken said.

Gen Z is not an "indifferent" generation, but they are "selective" (Photo: Getty).

Businesses should not try to “bend Gen Z into a mold” but can take advantage of their new energy and thinking to develop the organization in a more flexible and humane direction:

Transparent communication: Gen Z doesn’t like to “say one thing and do another”. They expect clarity from the start.

Regular Feedback: Instead of waiting until the end-of-year review, create an environment of continuous, constructive feedback.

Empowerment and responsibility: Gen Z loves a challenge; if trusted, they will give their all.

Flexible working patterns: Not necessarily “9 to 5”, Gen Z values flexibility and measures performance by results, not hours.

Focus on mental health: Providing mental health support packages, flexible hours, and a supportive culture are key to retaining Gen Z talent.

Gen Z is not the “problem” generation. They are simply an honest reflection of a new era where young people no longer accept outdated stereotypes. Instead of blaming them, we should learn from how they set boundaries, prioritize mental health, and demand transparency.

As Emily Guy Birken concludes, “Gen Z doesn’t want to tear down the workplace, they want to rebuild it for the times.”

Source: https://dantri.com.vn/kinh-doanh/gen-z-di-lam-va-nhung-su-that-gay-bat-ngo-20250530192430858.htm