14 Reasons Gen Z Is the Worst Generation to Manage

Ten years ago, workplaces were complaining about entitled millennials who pleaded poverty and an inability to get ahead financially — all while eating $10 avocado toast.

But now these workers are no longer the office’s biggest brat pack.

Meet the zoomers or Generation Z. Born between 1997 and 2012, zoomers are shaking things up at work — and in all the wrong ways according to baby boomers, Gen Xers, and millennials.

Here are 14 reasons bosses complain that Gen Z is the worst generation to manage and the reality of what Gen Z has to offer.

This is a polite translation for claiming zoomers are lazy and don’t want to pay their dues — you know, the long grind of extra hours early in your career before middle-aged responsibilities set in.

One Gen Z business owner, Ajla Brama, told Newsweek, “We see work as a means to pay for expenses,” so “we’re not willing to go above and beyond for a job that won’t compensate us fairly.”

The reality: It makes sense. Why work extra hours for free for a few years in the hope it may pay off? Being compensated for your work and for your extra work seems fair.

Gen Z wants a more inclusive, forward-thinking work environment — and they’re demanding greater inclusivity, work-life balance, and mental health support than previous generations. Many traditional workplaces are threatened by these new boundaries. 

 The reality: A more pleasing work-life balance benefits everyone. Employees may experience less burnout and employers could enjoy more productivity and less turnover.

Gen Z, like all youngest generations at the office, wants more guidance than their older, more self-assured peers.

Steffo Shambo, owner of a consulting firm that manages predominantly Gen Z workers, explains that this group requires more personalized, hands-on leadership. They want a mentor who can help them progress in their careers, not “distant supervisors.”

The reality: Young people need mentorship, as do middle-aged and elderly people, especially if they’re learning a new skill. Being patient and helping them feel empowered in their roles will positively impact the workspace.

Gen Z requires more constant feedback from their bosses, and they prefer it when it comes from people who connect their work activities (especially perceived busywork) to the broader company mission. 

 The reality: This is common for every youngest generation of workers. Just busting out of classroom walls, young workers are accustomed to a highly structured, prescriptive environment with regular feedback and encouragement.

 Meeting them where they are can help create a more productive environment.

Gen Z has come of age with a heightened awareness of global warming and social justice issues, and expects companies to be equally concerned. Beyond a paycheck, they want to be a force for positive change and expect workplaces to mirror their values through ethical business practices. 

 The reality: Every youngest generation has pushed for their workplace to be more inclusive and reflective of their changing social values. Remember the push for political correctness? This kid of change is not one to shy away from.

Some managers view Gen Z’s wokeness and push for inclusion as divisive and toxic. Asking companies and co-workers to wear their values on their sleeves breaks traditional office norms and can cause division and strife.

The reality: Change can be challenging. Social norms are often shifting more than we realize. Don't mistake your own reluctance as their toxicity.

Many co-workers don’t want to work with Gen Zers on projects because they see them as difficult. They don’t “get” Gen Z, and it’s hard to get along with or work effectively with people we don’t understand. 

 The reality: Gen Z is “difficult” if you don’t understand them. This is true about any group of people “invading” our space who seem foreign to us. Do your best to understand their perspective and have them understand yours.

Gen Z demands a healthy work-life balance and isn’t afraid to call in (or text in) sick for mental health days. One manager of Gen Z employees shared, “They have very strong personal boundaries when it comes to their well-being. If they are tired, they won’t push themselves.”

This cohort, more than any other, is more apt to take care of themselves first, even if it means “dropping the ball” when the whole team is counting on them for a work deadline. 

 The reality: Taking better care of ourselves is better in the long run. Pushing ourselves too much when we’re tired leads to mistakes and lost productivity.

Many managers are frustrated with Gen Z’s lack of common sense. This is, of course, a perennial complaint that older generations have always had of younger ones. And, indeed, Gen Z doesn’t have the same professional experience, business acumen, or confidence.

The digital divide only exacerbates things. Gen Z has grown up in a fully digital era, which makes them exceptionally tech-savvy, but they have shorter attention spans and difficulty maintaining sustained focus.

The reality: Every older generation thinks the younger generation lacks common sense. It’s just a part of life and gaining experience in the workforce. Patience is your friend. 

Gen Z faces significant mental health challenges and talks about them openly, requesting more accommodations than any previous generation. They prioritize positive, supportive offices with robust mental health programs.

This generation isn’t necessarily plagued with more mental illness, but they're more open to discussing the topic. A study by Deloitte shows that maintaining mental health is a top priority for this generation, with burnout and mental health concerns as the two main drivers for Gen Z employee turnover. 

The reality: They’re more open to talking about mental health issues, which doesn't mean that there are more mental health issues overall. 

They’ve had to be—they’ve come of age in an era of 21st-century maelstrom. This can be beneficial to all workers, so if you're struggling, you can feel confident in asking for the support you actually need.

Zoomer employees are considered more entitled. They require “meaningful” work — or would rather just quit than do a pointless job — and feel they are owed raises for showing up.

As one HR insider puts it, Gen Z has seen millennials get hosed and wants to avoid that same fate. Both cohorts went to college and accrued significant debt to get the degree, and now they’re struggling with student loans and slim paychecks.

The reality: Gen Z demands more transparency on compensation models, career development, and purpose-driven work. Plus, they have greater expectations of rapid career advancement than older generations and are less willing to “pay their dues” like older colleagues.

Wage transparency, fair pay, and some healthy skepticism are a good thing.  

Less willing to patiently “pay their dues,” and insisting on regular feedback (instead of waiting for quarterly or annual reviews), Gen Z is demanding greater personalization for how they progress through their career journey.

This likely means businesses will need to establish more mentorship programs, leadership programs, and other on-site or work-sponsored training and development programs.

The reality: Everyone wants this. With the rise of hybrid and remote jobs, everyone wants a more bespoke role tailored to their lifestyle.

The first full generation to have come of age in a completely digital world, zoomers are ultra-tech-savvy. They excel at streamlining tasks, automating processes, and leveraging social media to get the job done.

However, this tech dependency means they struggle with more traditional (pre-digital) methods of communication, including interpersonal interactions. Many would rather text you than talk to you face-to-face. 

 The reality: Sometimes, a DM or a text is actually more effective. If you need face-to-face time, ask them and explain why it's necessary.

If you're managing mostly Zoomers, tear up your org chart. Zoomers distrust traditional hierarchy and prefer a flatter, more even-field collaborative environment where information is freely exchanged, and everyone has direct access to decision-makers.

This can cause friction, as some perceive zoomers as impatient or lacking proper respect for rank. 

 The reality:  Hasn’t every youngest generation distrusted older ones? The truth is, these are the growing pains people go through on their career journeys. 

In some cases, that "distrust" can unveil poor work processes and leave room for improvement. It's all about communication and openness when it comes to a successful work environment.

Gen Z workers have become the newest source of youthful workplace frustration. As with every youngest generation to enter the workforce, Gen Z is seen as entitled, lazy, and challenging to manage and integrate.

More than any other generation, they are prioritizing work-life balance, inclusivity, and mental health, often clashing with older colleagues over traditional workplace norms.

While it’s easy to roll your eyes, consider this: By 2035, zoomers are set to become the largest cohort in the workforce. And their unique “entitled” demands are making office life better for all generations who enjoy doing meaningful work, earning extra income for extra time put in, and having a healthy work-life balance.