One major shift over the past decade has been the entry of a new cohort into the workforce: Gen Z. According to McKinsey & Company, this generation is expected to comprise 25.9% of the global workforce by 2025. Forbes describes Gen Z workers as being defined by their “digital native,” socially conscious, and purpose-driven qualities.
However, there is a caveat to the “impressive” way Gen Z is taking over the world. According to ResumeBuilder.com, they are also reported to have the highest quit rate in their first 90 days on the job. If that wasn’t bad enough, only 26% of Gen Z are engaged in their work, with 37% describing themselves as “actively disengaged.” All these signs point to a complex generation of talent that might struggle in the workplace.
Here are the 10 reasons why so many of them face early firings.
Unrealistic Job Expectations
Gen Z’s workplace expectations are heavily shaped by the idealized portrayals of work life on social media. Platforms like TikTok allow users to experience workplace environments vicariously through influencers and employees who share their experiences online.
This has fueled aspirations for high salaries, rapid promotions, and the freedom of remote work, key priorities for this generation entering the workforce. In fact, a survey by RippleMatch found that 40% of Gen Z recent graduates expect to be promoted within the first 18 months of employment, while 27% prefer fully remote work.
Poor Professionalism and Workplace Etiquette
Gen Z has been portrayed as the most unprofessional generation of all time. Some employers have already declared Gen Z as underperformers. According to Handshake’s survey, 46% of employers said they’ve turned down an applicant because they were too unprofessional, turning up late to an interview or dressing too casually.
Huy Nguyen, Intelligent’s Chief Education and Career Development Advisor, told Newsweek, ”Stereotypes about Gen Z, such as being unmotivated or unprofessional, can lead managers to overlook deeper structural challenges.”
Poor Communication skills
Gen Z’s preference for digital communication and heavy reliance on social media are creating challenges in the workplace. According to SHRM’s 2023-2024 State of the Workplace report, 39% of employers reported dissatisfaction due to unprofessional behaviors, such as unclear emails or reluctance to engage in meetings.
Many Gen Z employees prefer quick, informal communication over traditional methods, such as email. Research from Barclays LifeSkills reveals that 49% of Gen Z workers prefer instant messaging platforms for workplace communication, reflecting a noticeable shift in how this generation approaches professional interactions.
Difficulty With Constructive Criticism
Many Gen Zs confuse negative criticism with personal criticism. 45% of managers believe that Gen Z takes professional criticism unprofessionally, according to the 2024 Intelligent.com survey.
Feedback acceptance stems from emotional maturity, and many Gen Zers are still developing this skill.
Work Flexibility and Work-Life Balance
Gen Z prioritizes work flexibility and work-life balance, but the employment system often isn’t prepared to deliver. According to Deloitte’s 2025 Global Gen Z and Millennial Survey, work-life balance is the top consideration for Gen Z when choosing an employer.
In fact, Top Employers Institute found that 62% of them are willing to accept lower salaries in exchange for better work-life balance. In cases where work-life balance isn’t the top priority, Gen Zs are often disappointed and disengaged.
Job Hopping and Reluctance to Commit
More than 35% of workers in the 2023 LinkedIn Work Change Report have changed jobs in the past year, and almost half (48%) of Gen Z workers have changed jobs in the past year.
Many are inclined to change jobs rather than have a secure career path, as compared to 25% of Boomers and 32% of Gen X. With over a third wanting to quit within a year, this generation struggles to remain committed.
Lack of Practical Skills
Gen Zs have the academic degrees to back up their careers, but in many cases, a lack of practical skills leaves them underqualified for the role. According to CareerBuilder, 41% of Gen Z applicants fall short of job expectations, citing poor problem-solving, time management, and adaptability skills.
Despite being skilled in various areas, such as social media and coding, they often struggle to apply these skills in real-world settings.
Burnout and Digital Overload
Nearly 24% of American workers report feeling mentally drained at least once a week, according to the APA’s Work and Well-Being Survey 2023. This issue is particularly pronounced among Gen Z, who face the relentless demands of being constantly online, juggling multiple side hustles, and feeling the pressure to stay productive around the clock.
Clinical psychologist Andrea Towers notes, “Their emotional energy is stretched far thinner compared to other generations.” This widespread burnout hampers productivity and can also drive workers to leave their jobs prematurely.
Meaningless Jobs Over Meaningful Work
Many members of Gen Z prioritize jobs that create a positive social or environmental impact. In fact, 58% of LinkedIn users are drawn to companies with a clear mission or cause. For Gen Z, this sense of purpose is often non-negotiable, even for entry-level roles.
According to Gallup’s 2025 State of the Global Workplace report, only 21% of employees feel engaged at work. Without a clear sense of purpose, Gen Z employees are less likely to commit to or stay with an organization in the long term.
Rigid Corporate Culture and Inflexible Hierarchies
Gen Z employees are increasingly challenging traditional workplace structures, particularly rigid corporate cultures and inflexible hierarchies. These conventional systems often clash with Gen Z’s values of autonomy, flexibility, and purpose-driven work.
A significant 60% of employers have dismissed recent college graduates within a year, citing issues such as poor communication skills, a lack of professionalism, and unrealistic expectations. Additionally, 75% of business leaders report dissatisfaction with their Gen Z hires, attributing the rapid turnover to outdated systems and misaligned expectations.
This generational shift underscores the need for organizations to adapt by embracing more flexible, transparent, and inclusive workplace practices to retain young talent.
Disclaimer – This list is solely the author’s opinion based on research and publicly available information. It is not intended to be professional advice.
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