Gen Z is the new scapegoat in the professional world these days. I can’t read a news article without seeing complaints the older generation has about Gen Z. A recent article in Fortune, “Bosses are firing Gen Z grads just months after hiring them—here’s what they say needs to change,” highlights the challenges faced by Gen Z workers and the evolving dynamics of today's multigenerational workforce.

While it's essential to avoid stereotyping an entire generation, the article raises concerns from employers regarding the performance and preparedness of some Gen Z graduates who have exhibited unprofessional behavior, poor communication skills and a lack of motivation.

Also read: Inside agencies’ struggle to train and retain junior-level employees

It’s a stereotype that never ends: Gen Z is to lazy behavior and poor work ethic as millennials are to avocado toast and an inability to save money. But what if the problem isn’t them? What if it’s us—managers who fail to train properly and set expectations for different generations? 

To succeed in their careers, Gen Z professionals must recognize the importance of displaying dedication, enthusiasm and a strong work ethic. However, it's crucial to acknowledge that this is not solely the responsibility of young workers. Employers and managers of all generations play a pivotal role in providing the necessary training, management and mentorship to support the growth and development of their younger colleagues.

Understanding that growth is a collaborative effort requiring equal commitment from all team members—regardless of tenure—is vital for fostering a productive work environment. We also need to remember that learning and evolving isn’t a linear experience; it changes depending on the person. If we aren’t making space for that, what are we even doing here?

Of course, we can’t dive into looking at the ethos of Gen Z’s work experience without addressing issues that stem from the pandemic. Through no fault of their own, Gen Zers joined a remote workforce, meeting and interacting with colleagues only through a screen.

We need to start fresh and spend time with our young colleagues and teach them the ways of working. Accountability is key, and tackling any concerns of unpreparedness and unprofessionalism will be critical for these fresh hires. This means speaking up, showing them right from wrong, explaining our company's ways and being open to answering questions. Training new members of the workforce is like any other relationship: a two-way street. 

Creating a harmonious and collaborative workplace necessitates the engagement and dedication of all employees in their respective roles. All generations must adapt to evolving workplace dynamics and bridge generational gaps, fostering a more cooperative environment. Gen Z employees should actively pursue personal development by seeking feedback and embracing new challenges, while management across all generations should prioritize investing in a supportive work environment that promotes learning and growth.

In a post-COVID world, reevaluating traditional workplace models is essential for ensuring a balanced and effective work environment. Flexible work arrangements such as a four-day workweek or a hybrid 3/2 model can provide employees with the opportunity to manage personal needs and foster harmony in work and life. These innovative approaches have shown promising results in various countries and can potentially enhance employee satisfaction, retention and overall organizational success.

Achieving workplace success ultimately relies on balancing the expectations and strengths of different generations, coupled with the adoption of suitable work models that allow for a harmonious balance of work and personal life. By emphasizing effort, passion and a commitment to growth from both Gen Z workers and their more experienced counterparts, companies can cultivate an environment where everyone thrives and contributes to the organization's overall success.

The main point here is that when we don’t use our resources to teach younger generations how to become adults, we are the problem—not them. 

Rather than perpetuating a cycle of finger-pointing and assigning blame across generations, it's time to lean in and embrace the unique attributes that each age group brings to the table. By focusing on collaboration, understanding and mutual growth, businesses can foster an atmosphere of happiness and harmony, ultimately benefiting employees and employers alike.