I am a Gen Z fan

Jokes like these are circulating all over the net:

Question: How do you ground a Gen Z?

Answer: Make them go outside and socialize.

Here is another one:

Question: What does Gen Z have in common with the Greatest Generation?

Answer: They consider it a great achievement if they survive childhood without getting shot.

Trust me. As more Gen Zs enter the workplace, there will be more jokes and memes about them circulating everywhere.

I waited to speak as a “leadership guru” delivered a familiar critique of Gen Z in the workplace, highlighting perceived quirks and weaknesses with each slide and reinforcing common generational complaints.

I began to reflect critically on the presentation. The speaker lacked direct experience managing Gen Z employees yet spoke with unwarranted confidence about their challenges.

You know the type. Enter stage left. Roast the young. Make people laugh. Do some virtue signaling. Collect applause. Pocket the fee. Exit stage right. Repeat in another ballroom with new victims and the same old slides.

I intended to remain silent until the Q&A session began.

A participant who works with Gen Z asked what I found troubling about the presentation, noting it did not reflect his experience, and asked me for my opinions on the “guru’s” presentation.

I shared my perspective: “I work with Gen Z all over the country. I don’t find them difficult. I find them brilliant. I’m not annoyed by them. I’m energized by them. I’m a Gen Z fan.”

This moment demonstrated that opinions about Gen Z are often shaped by external influences rather than direct experience.

When managers are asked about Gen Z, a consistent pattern emerges:

“They’re lazy and entitled.”

“They’re fragile.”

“They don’t listen.”

“They don’t stay.”

Data supports this perception: a large survey found that two out of three older adults feel irritation or concern regarding Gen Z. For young employees, working under managers who doubt their work ethic and stamina can be discouraging.

These attitudes are conveyed through tone, humor, and expectations. This dynamic widens the generational gap.

Psychologists describe this as emotional contagion and fundamental attribution error. A single negative experience, reinforced by group complaints, can result in the unfair labeling of an entire generation as problematic.

Six common myths about Gen Z persist. Although they may appear reasonable, they are misleading.

Myth 1: They don’t listen because they don’t care.

Reality: Gen Z cares deeply, though their priorities may differ. They value mental health, purpose, fairness, and boundaries. When leaders misinterpret questions as disrespect, misunderstandings occur.

As one young professional shared, “My boss thinks I don’t care. I care deeply about a world he doesn’t understand.”

Myth 2: They’re lazy and entitled.

Reality: Entitlement is a broader cultural trend. Gen Z grew up with instant access to information and resources. Many witnessed their parents experience burnout, strained relationships, and declining health.

They are not lazy; they are cautious about repeating patterns they wish to avoid.

Myth 3: They don’t trust authority because of fake news.

Reality: Gen Z’s skepticism toward authority results from repeated public failures, including government and corporate scandals, broken promises, and degrees that do not guarantee employment.

Their skepticism is learned, not inherent.

Myth 4: They’re fragile because of social media.

Reality: Social media has increased anxiety, but overprotection and limited exposure to risk have also played a role. Excessive protection can hinder resilience.

With effective leadership, vulnerability can become adaptability.

Myth 5: They’re not loyal and won’t do grunt work.

Reality: The concept of loyalty has evolved. Many in Gen Z saw their parents laid off after years of service, which prompted them to seek growth and recognition.

Loyalty now develops through opportunities for advancement rather than unquestioning compliance.

Myth 6: They’re not serious about work.

Reality: Many Gen Z professionals manage multiple jobs and take their work seriously. They are unconvinced that traditional career paths remain effective.

Beneath the behaviors often criticized, Gen Z considers three key questions:

Who am I becoming?

Where do I belong?

Does my work matter?

Leaders face a choice: continue to criticize younger generations or adapt.

Adapting does not mean lowering standards; it means supporting people to achieve them.

Begin with trust rather than skepticism. Be curious before becoming frustrated. Take a mentoring approach instead of a traditional supervisory one.

Gen Z does not need more information; they need interpretation, context, and guidance to navigate the complexities they face.

Their readiness will depend on our actions today. Gen Z’s presence in the workforce is certain, and our response is a choice.

Building a productive partnership is our responsibility.

Gen Z will assume future leadership roles within our organizations. Experts have already stated beyond reasonable doubt that Generation Z is the most educated, informed, and intelligent generation ever.

I know this to be true because I work with them.

And this is why I say, “I am a Gen Z fan.”

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Join me for another run of my one-day Level Up Leadership: Agile. Able. Adaptive. seminar-workshop. Join us at the One Rockwell East Tower, Makati for a practical and inspiring learning experience designed for leaders, managers, entrepreneurs, business owners, and professionals who want to lead with greater clarity, confidence, courage and competence in a disrupted world. Seats are limited. For inquiries and registration, contact April at +63 928 559 1798 or Sylene at +63 976 638 8974.Visit www.levelupleadership.ph