Are We Moving towards “The Great Corporate Gen-Z Phobia”?

A recruitment story of weirdness has let loose on social media platforms. The recent news of an Indian recruiter who turned down a candidate only because he/she was good with guitar and fitness is making netizens go wild. The recruiter said, “Kaam kab karega?” (When will he work?) They find it insinuating that these hobbies made him lose a job.

This whole episode has now given birth to so many debates, which include the following points :

• Hobbies Vs Professionals: A lot of people argue that hobbies should be looked upon separately from the work ethic of an applicant. It should be encouraged to have fruitful hobbies outside of work. Except for a select few, several bosses feel that having hobbies is a good thing. However, others believe that it raises several issues of distractions and potential loafing among the workforce. 
• Emergence of Different Dynamics at Work: The present situation is very different compared to the older generations. Today’s youth value life and their growth. They generally have a completely different outlook than what was in the previous generations, which was concentrating on the work itself and treating it above all personal aspects. 
• Recruitment Bias: This situation inevitably also sheds light on personal biases in decision-making when it comes to knowledge about someone’s recreational habits in comparison to work.
• Cultural Conventions: In some societies, the view may be that cultivating hobbies or interests is wasteful since work should always be above all other commitments. 

Read More: Why Gen Z’s Mental Health Should Be Every Parent’s Concern

Reasons Gen Z are Getting Fired From The Workplace 

As Gen Z are now venturing into the workforce, they are faced with unique and difficult challenges that also result in higher turnover and job loss. 60% of employers have fired Gen Z sometime within the last year, and hence, it has become a hot topic for discussion regarding work ethic and adaptability. The issue is far more complex than it appears on the surface. The whole issue does not only question Gen Z’s social adaptability but is a testament to the expectations and values that are deeply rooted in the corporate world.

High Expectations of Flexibility

Gen Z desires flexibility, as well as those environments that would allow flexibility in their work hours such as work-from-anywhere opportunities, flexible hours, etc. A study reports that employers are not able to meet the needs of 67% of the workers who need these kinds of facilities and benefits. As they do not find more flexible working conditions, the young employees prefer to leave the company.

High Priority on Mental Health

Mental well-being is very much a priority concern for Gen Z. This is because most of Generation Z would rather see themselves free of emotional trouble than have job security. A large majority of this age group is now known to get more serious levels of anxiety and depression compared to those in the past. In this type of environment, they seem to prefer quitting a position than risking their health by staying a bit longer.

Read More: Corporate Workplace Burnout in India and What to do about it?

Non-compliance of Hierarchical Structures

While Generation Z resists traditional hierarchies and fixed professional values in the workplace, they favour more equalized organizational systems. These systems outgrow the rigid, more formal structure that is built on recruitment and submission. Such resistance to old traditions does result in strain between the said generation and the relatively older generation which may see professionalism and manners differently. The Gen Z people may confront organizations over established practices, probably leading to them losing jobs.

The Creative Hunger of Gen Z 

The young generation craves vibrant workplaces to take them to the extent of thinking above their heads and stimulate them creatively and intellectually. They find it unfulfilling to be holed up in environments shut away from their growth or innovative opportunities. Their natural response to ineptness or mismatches between the work and what they feel they are doing for their personal growth is to leave the work.

Read More: Silent Firing: The Quiet Crisis of Modern Workplaces

Economic and Job Insecurity 

The economic landscape has been made precarious by a few changes in recent years, leading to uncertain economic conditions, and affecting job stability. A lot of Gen Z workers are now rather sceptical about investing fully in corporate roles that now offer little security in terms of growth prospects. Consequently, they may disengage or even lose motivation, further adding to their employment challenges. 

Generation Z has been identified with strong value systems towards inclusivity, ethical governance, and social responsibility. When their values are compromised or not the way it is meant to be, they are more likely to stop working in the workplace. Consequently, there is a lot of difference that occurs between the organization and the employee.

Prejudice Due To Social Media

Social media seems to project a cliche picture of Generation Z. Due to this, people tend to view Gen Z as entitled, lazy, or addicted to social media trends. Most of these stereotypes drift into workplaces with the potential to disrupt their career. This results in failing to recognize the distinctiveness, savviness, and innovation that are brought in by this generation. 

Social media showcases curated snapshots, often amplifying extremes rather than reality. Should we judge a generation on a whim and a handful of viral memes? Companies must therefore concentrate on individual talents and cultivate healthy discussion between generations to dispel myths and capture the potential of Gen Z in workplaces.

Read More: Workplace Policies and Their Impact on Employee Mental Health 

Why is There A Gen Z Phobia?

The Gen-Z, born after 1997, are largely entering the workforce. As they bring new ways of working to the workspace, it is bringing their corporate employers into conflict with them. This phenomenon can be called “The Great Corporate Gen-Z Phobia.” Although it is not the official term for it yet, it suits the situation perfectly. There are a few reasons why this phobia has developed. They are –

1. Changing Work Expectations

The changing work demands are the biggest transition that stands out in Gen Z considering that they have been working almost left, right, and centre for flexibility. Mental health and personal well-being are prioritized by many employees of this Generation. They want more remote work or some sort of flexibility in their time, which comes in serious conflict with company norms around attendance and the rigidity of schedules. They are lining up with the possibilities of burnout, with two in five feeling already fried.

2. Lack of Professionalism

Perceived Ninety per cent of employers considered the Gen Zers as lacking in professionalism. According to certain reports, many managers find it quite difficult to work with them as they feel they are uninspired and have a lack motivation and inability to communicate as well as understand organization operations. 

A great deal of hiring managers have admitted to never hiring Gen Z candidates, as they inch close towards the conclusion of their varying attitudes, beginning from lateness to shying away from getting involved in a job-based conversation during an interview. Gen Z is unto itself a stereotype otherwise put as snobbish or simply unprofessional according to them.

According to Duchene, a CEO from the US, “Gen Zers aren’t afraid to push back a little bit and then put their money where their mouth is and leave if they don’t feel heard or listened to,” Duchene says. “Baby-boomer loyalty is probably something of the past, and you have to stay close to your employees, [keeping a pulse] on their concerns, desires, and plans so you don’t have as much turnover.”

Read More: Understanding “Main Character Energy” in Gen Z

The COVID-19 Effect on Gen Z’s Workplace Entry

Most individuals from this age group joined the workforce during the COVID pandemic. Therefore they had to work from home during the critical years exactly at that time when live work-based experiences, such as internships and networking were developing. This more unusual setting made the slow adaptation to the corporate culture more difficult to accomplish. Not to mention the widespread misinterpretations of workplace expectations. 

Cultural Values and Corporate Alignments

Much of the emphasis on these cultural trends in Gen Z’s case is on diversity and equality as well as corporate responsibility. They will be more likely than any other previous generations to work for a company that meets these values. In one Deloitte survey, 77% of Gen Z respondents indicated that they would do well to get jobs in companies closely identified with their ethical beliefs.

It extends to such issues as mental health support and inclusivity within the workplace. By failing to show a commitment to these values, businesses may alienate their future Gen Z employees. Businesses that play fast and loose in the realm of digital trust run the risk of alienating their Gen Z customers since digitally savvy generations are more likely than others to consider digital trust issues “on par with typical buying factors, such as price, when making (or discontinuing) purchases,” McKinsey partner Liz Grennan says in the research on digital trust. 

Read More: Millennials vs. Gen Z: How Are They Different?

The Quiet Quitting Trend 

Understood as the withdrawal of an employee from a toxic job environment, the pointing of the fingers at some Gen Z employees is often because of quiet quitting. They just ignore work requirements while they’re still working. This happens majorly in workplaces that do not create a good work culture, where the person is not appreciated adequately, people feel they are undervalued, or any other reason that leads to their job disengagement. Reports show that in a survey done on such quiet quitters, 48% of the Gen Zers expressed that toxic workplace culture is the greatest reason for their disengagement.

Bridging the Gaps

Above all, to make reality meet up with what this generation most desires, organizations should adjust their ways of doing things. 

• Inclusivity: Emphasizing diverse segments and creating an atmosphere that is both inviting and welcoming as well will attract and hold vibrant, vivacious Gen Z talent that values these qualities. 
• The Flexibility feature: Through flexible work arrangements, companies can contribute to making Gen Z’s work-life balance compatible with their company goals. This would make them less likely to stay in the company.
• Extended dialogue: In a company, for instance, having a free flow of communication to share expectations and offer feedback on performance improvement is critical so as to allow opportunities for an employee population to develop and be at large satisfied by bringing an aura of transparency in their culture.
• Training: Investing in mentorship and providing the facility of PD programs is what helps the employees develop their required skills; however, beyond it, this also lends support in making the employee feel more a part of the team and therefore a feeling of elation when along with enhanced overall job satisfaction and productivity.

Read More: Productivity Anxiety Decoded: Reasons, Symptoms, Overcoming

Conclusion

At heart, most companies stand to gain very much from the following: a better understanding of the Gen Z workforce members, recognizing problems that Gen Z comes up against, and tailoring company culture to them. Companies might learn the potential intrinsic to this generative entity. Similarly, fostering flexibility and inclusiveness-charming organizational values that market to Gen Z might just end up with more favourable outcomes with every other company on the whole.