Generation Z (Gen Z)’s entrance into the workplace has been anything but smooth. According to a recent survey of 966 business leaders conducted by Intelligent.com, 75% of companies found recent college hires unsatisfactory in 2024. Consequently, 60% of these companies have terminated at least one recent graduate, with common issues being lack of motivation (50%), unprofessionalism (46%) and poor communication skills (39%).
Shockingly, one in six hiring managers is hesitant to hire recent graduates, with one in seven companies considering pausing graduate hiring in 2025.
As my recent article on Gen Z points out, members of this generation bring into the workplace distinctive perspectives, goals and expectations, such as wanting career development, autonomy, mentorship and engaging with digital tools. If satisfied, many of these goals and expectations can help drive the business forward, especially in terms of digital transformation.
At the same time, many business leaders report dissatisfaction with recent graduate hires, highlighting a potential disconnect between academic preparation and workplace expectations.
In the Intelligent study, hiring managers cite several specific areas where Gen Z’s approach to work falls short. These include entitlement (65%), doesn’t respond to constructive feedback (52%), is offended easily (63%), inconsistent managing workload (70%) and lack of work ethic (52%).
There are also perceived gaps in this generation’s level of professionalism, with some new hires reportedly displaying unprofessional behavior such as casual attire, language and inconsistent punctuality. These factors, compounded, contribute to a disconnect that companies are finding difficult to bridge without focused efforts. Still, there are some things company leaders can do to set new graduates up for success.
Setting Gen Z up for success
Structured onboarding
We know that an employee’s first days, weeks and months on the job set the tone and foundation for their experience and productivity. It’s critically important to set your new Gen Z employees up for success on day one.
According to the Society for Human Resources Management (SHRM), organizations that have a standardized onboarding process report that new hires are 50% more productive. Moreover, employees who have positive experiences in their first 90 days at a company are 10 times more likely to stay.
An effective onboarding plan goes beyond introducing a new hire to their role and responsibilities; it should also include a deep dive into the company culture.
Etiquette and job readiness training
The Intelligence survey results point to the need for dedicated training for new Gen Z hires around what it means to be a professional. Ideally, it should occur before the first day on the job, but alas, we are where we are.
Notably, 90% of hiring managers agree that recent graduates should receive etiquette training to help them align more closely with workplace expectations. However, only 54% of companies currently offer this kind of training, and just 24% specifically mandate it for Gen Z hires.
Data, and our experience working with some of the world’s largest brands, suggest learning and development efforts should focus on areas such as:
- Effective communication
- Active listening
- Resilience
- Giving and receiving feedback
- Time management and prioritization
- Meeting etiquette
Invest in “soft skills” training
For many people, soft skills, or what I like to call “people skills,” are incredibly hard to acquire, and it is the lack of people skills — such as listening, empathy, communication and collaboration — that derails a career faster than anything. In contrast, well-honed people skills increase one’s influence and value.
Investing in people skills training for Gen Z employees is especially important because it will help them develop these critical skills early on.
Create a mentorship program
I frequently tell audiences who attend our Emotional Intelligence (EQ) sessions, “EQ is caught, it’s not taught.” We can teach you the principals and techniques, but you will need to practice and ideally model your behavior after others who have high EQ.
This is where mentoring can help, keeping in mind mentorship is beneficial for more than people skills development. At BSM Partners, we have a mentoring program that pairs recent hires with seasoned employees, where the focus is mostly on professional growth and career pathing.
Evaluate potential and adaptability during hiring
Assessing a candidate’s job readiness should begin during the hiring process. Hiring managers need to go beyond what’s on the resume, shifting their focus from traditional qualifications to evaluating soft skills such as adaptability, problem-solving, initiative and coachability.
Emphasizing potential over purely technical qualifications is essential when hiring recent graduates who may lack years of experience but bring fresh perspectives, initiative, resilience and a willingness to learn.
Clear and open communication and creating a culture of feedback
Finally, what may seem obvious to you may not seem obvious to a new Gen Z hire.
Setting clear standards around work ethic, attitude and professional conduct is another critical piece of the puzzle. By providing specific guidelines on expected behaviors and consistently reinforcing these standards through feedback, companies create an environment of transparency that helps all employees understand what’s needed for success.
Combining clear, open communication with a culture of feedback not only sets Gen Z employees up for success but also fosters a more respectful, high-performance and transparent workplace for everyone.
How should Gen Z employees respond?
Now that we’ve discussed how company leaders can adapt their strategies to motivate and engage Gen Z employees, let’s explore how Gen Zers can better prepare themselves to enter the workforce.
If you are a newly hired graduate, here are some things to consider as you begin your new job and career.
Make learning a priority. Devour information, not just about your role and career pathing (which is, of course, important), but also about the business. Think of yourself as a student of the business. Take as many training classes as possible. Sign up for online learning platforms and devote time each day to your own development, especially focusing on developing your people skills, such as emotional intelligence and storytelling.
Understand workplace expectations. This includes everything from knowing how to request time off to meeting etiquette. If you will be working remotely, there may be specific expectations around video calls and working hours. Expectations will vary from company to company, but things like cybersecurity, expense reporting and navigating workplace relationships are all on the table.
Have a high bias for action. Ask, “What can I do?” “How can I support?” Approach critical tasks with a sense of urgency and executive deliverables efficiently and accurately.
When in doubt, ask. Nobody expects you to know everything when you are new.
Hone your communication skills, both verbal and written. Don’t let emails go unanswered for more than 24 hours, and ideally by the end of the day.
Listen first, speak second. As famed leadership expert Marshall Goldsmith reminds us, “Don’t add too much value.” And I would add: Especially early on. In other words, there is a tendency for new employees (or if promoted recently, new leaders), to contribute their ideas to every discussion. If you are new in a role, this can come across as arrogant, or worse, unprepared and unexperienced. You may be commenting on something you lack an understanding of or context for. This a surefire way to erode your bank of trust with your team.
Be open to feedback. Enough said.
Get a mentor. Find someone you click with and who can help you achieve your development goals.
Find purpose in the role. Connect your personal values to the work you do. As the adage goes, “The purpose of life is to give life purpose.” Don’t wait for someone to give you a purpose, because they can’t. Only you can. And that’s a beautiful thing.
Navigating the workplace as a Gen Z employee, or as a company hiring them, takes time, effort and understanding. For companies, investing in structured onboarding, professional training and mentorship isn’t just a one-time effort — it’s a way to set up Gen Z employees for success and, ultimately, strengthen the entire team. And for Gen Z employees, diving in with a spirit of openness, a readiness to learn and a willingness to embrace feedback can make all the difference. Together, we can build a workplace where everyone — from seasoned veterans to the newest Gen Z talent — feels empowered, valued and ready drive the business forward.