Is Gen Z as lazy as claimed to be?

My grandmother used to lament “the younger generation have no idea what hard work is!”  While not looking directly my way, she left no doubt as to who she was talking about - me!

Usually, her complaint meant I was not doing what SHE wanted at that moment in time. Of course, she never articulated what she wanted me to do until after the fact.

A lack of clarity around the expectations of a job commonly causes a relationship breakdown between employer and employee.

Recruitment, when done well, is expensive. It is not just the process itself but the “lost opportunity” of time spent to induct new people. In addition to training, new employees need background on the company, the services, the messaging to customers, suppliers, and the public.

But bad recruitment is even more costly! A clear job description (JD) against which you can screen your prospective candidates is a crucial recruitment step.

Workplace JDs may be non-existent, incomplete, or no longer reflect the employee’s role. How is a new recruit supposed to know what to do, or even what they signed up for, if the JD is not accurate?

Why did I employ a Gen Z? It’s less about the age of the person and more about the job I needed filled.

There were applications from incredibly talented individuals; however, most were over-skilled for the job. I needed someone keen to learn, who would enjoy the role for what it is, and who meets our company’s values.

Enter my Gen Z applicant, a part-time student on a scholarship that demands a B+ average. That doesn’t sound lazy to me. Do I care that she is young? Not a jot. It’s an advantage in a business where technology rapidly changes, and youth often contribute new skills if you’re willing to embrace them!

So, what makes my Gen Z different to other youth who supposedly “don’t know what hard work really is”? Nothing, except I’ve taken the time to be clear about expectations. We are taking time to SHOW what her we want, and know where to go, or who to ask, if she has any questions.

I check in daily in the first week to make sure that she is comfortable with the speed she receives information. Next, I’ll check in weekly, then formally at four weeks before slotting into regular quarterly reviews to monitor progress.

If things don’t work out with a Gen Z hire, ask yourself honestly if you’ve set them up to fail. Older hires tend to have experience behind them and can often anticipate requirements but it’s all new to Gen Z. So, if it’s not working out, which part of the process have you not completed?

For more information and advice on employment and diversity in the workplace, give me a call on 021 665 013 or email [email protected]