Bridging the Gap: Understanding the Gen Z Workforce and Addressing Early Terminations in the Workplace

By Prof Oyewole Sarumi

In the rapidly changing environment of the modern workplace, a new challenge has emerged – a troubling trend of employers terminating Gen Z employees shortly after hiring them. A recent survey reveals that 60% of employers report firing Gen Z hires within the first few months of employment. The reasons behind these early terminations paint a concerning picture of a disconnect between the skills employers expect and the skills recent graduates possess.

In this lecture, I will explore the root causes of this issue, analyze the role of both employers and Gen Z workers, and propose solutions to bridge the gap between education and workplace realities. I also intend to examine the critical responsibility companies have in preparing young employees for success in a competitive and fast-paced job market where Nigeria is not an exception.

The Gen Z Workforce: A Generation Defined by Potential and Challenges

Gen Z, the generation born between 1997 and 2012, has unique characteristics that distinguish them from previous generations in the workforce. Raised in the digital age, they are the first true “digital natives,” accustomed to technology’s rapid pace and constant connectivity. However, despite their technological adeptness, a growing body of evidence suggests that many of these young workers are struggling to meet the expectations of employers.

The aforementioned survey highlights key reasons for early terminations, including a lack of motivation, unprofessional behavior, poor communication skills, and an inability to handle workloads and deadlines. But is this a problem inherent to Gen Z, or is it a reflection of systemic issues within the workplace and educational systems? To address this question, it’s important to break down the core issues at play.

Reasons for Early Terminations of Gen Z Hires

1. Lack of Motivation or Initiative (50%)

A significant portion of employers (50%) report that Gen Z employees often exhibit a lack of motivation or initiative. This can manifest in several ways, such as employees failing to take ownership of tasks, waiting for instructions, or showing little interest in going above and beyond their basic responsibilities. While this may be perceived as laziness or apathy, it could be indicative of a deeper issue—young employees may not fully understand the expectations of the workplace or may lack the intrinsic drive to take initiative without clear guidance and support.

2. Unprofessional Behaviour (46%) Unprofessional behavior is another commonly cited reason for early terminations. Employers have noted that Gen Z employees often struggle with basic workplace norms, such as punctuality, dress codes, and maintaining appropriate boundaries with colleagues. This could stem from a lack of understanding of professional environments or from a generation that has grown up in a more informal, digital world where such norms may not have been as strictly enforced.
3. Poor Communication Skills (39%) Communication is key to success in any workplace. However, many Gen Z workers have shown deficiencies in both verbal and written communication skills. In an era of text messages, social media posts, and emojis, Gen Z may be less accustomed to formal, face-to-face communication or detailed email correspondence. This gap in communication skills can lead to misunderstandings, inefficiencies, and poor relationships with managers and colleagues.
4. Struggles with Workloads and Deadlines (20%) While Gen Z is often praised for its multitasking abilities, many young employees find it difficult to manage heavy workloads or meet deadlines. This struggle may be rooted in a lack of real-world experience in prioritizing tasks, managing time effectively, or understanding the pace and demands of a full-time job.

The Education-Workplace Disconnect

One key factor contributing to these challenges is the disconnect between the education system and the expectations of employers. Gen Z graduates often enter the workforce armed with theoretical knowledge but lack the practical experience and soft skills necessary to succeed in a professional environment.

1. Theoretical Knowledge vs. Practical Experience While Gen Z workers may excel academically, many employers argue that they are not adequately prepared for the day-to-day challenges of the workplace. Graduates may have mastered theoretical concepts and passed exams with flying colors, but they often lack the hands-on experience needed to apply that knowledge effectively in real-world situations. For instance, an engineering graduate may understand complex theories but may struggle with practical problem-solving on the job due to limited exposure to real-life scenarios.
2. Lack of Soft Skills Soft skills—such as communication, emotional intelligence, teamwork, and adaptability—are increasingly valued by employers. However, many Gen Z workers enter the workforce with underdeveloped soft skills. This gap can result in misunderstandings with coworkers, difficulty navigating workplace politics, and challenges in handling stress or conflicts. Your institution must assist here by setting up OCSS to fill this gap, while you can also learn these skills from free online courses.
3. Digital vs. Personal Skills While Gen Z is highly adept in digital skills, they may lack the personal skills necessary to thrive in a traditional office environment. They may be comfortable working remotely or using digital tools but struggle in face-to-face interactions or adjusting to the dynamic needs of a physical workspace.

How Employers Can Bridge the Gap

While the challenges faced by Gen Z workers are significant, it’s important to recognize that both employers and Gen Z employees have a role to play in addressing this issue. Employers can take proactive steps to bridge the education-workplace gap and set young workers up for success.

1. Revamp Onboarding and Training Programs A key solution to the Gen Z skills gap lies in improving onboarding and training programs. Instead of expecting new hires to immediately adapt to the work environment, employers should offer structured onboarding processes that focus on both technical and soft skills. These programs should include mentorship, role-playing, and hands-on training to help Gen Z workers build the practical skills they need.
2. Invest in Mentorship and Coaching Mentorship is one of the most effective tools for helping young workers transition from education to the workforce. Pairing Gen Z employees with experienced mentors can provide guidance, feedback, and a sense of direction. Mentorship programs can also help Gen Z workers develop essential soft skills and build professional relationships.
3. Provide Clear Expectations and Feedback Many young workers struggle with understanding what is expected of them. Employers should ensure that expectations are clearly communicated and that Gen Z employees receive regular feedback on their performance. This feedback should be constructive, specific, and actionable, helping Gen Z workers understand where they need to improve and how they can do so.
4. Promote a Culture of Continuous Learning Gen Z workers may struggle in the workplace because they lack the real-world experience to apply what they’ve learned in school. Employers can help address this by creating a culture of continuous learning. Offering opportunities for professional development, certifications, and cross-departmental training can help young employees build the skills necessary for success.
5. Emphasize Work-Life Balance Gen Z is known for placing a high value on work-life balance, and employers should be mindful of this when managing young workers. Offering flexible hours, remote work opportunities, and promoting a healthy work-life balance can help Gen Z employees feel more engaged and less stressed, ultimately leading to better job satisfaction and performance.

How Gen Z Employees Can Overcome These Challenges

While employers play a crucial role in helping Gen Z workers succeed, young employees must also take responsibility for their professional growth. Here are a few steps Gen Z can take to improve their workplace performance:

1. Develop Soft Skills Gen Z should actively work on developing soft skills like communication, teamwork, and emotional intelligence. These skills are critical for building strong professional relationships and navigating workplace dynamics.
2. Seek Feedback and Self-Reflect Seeking feedback and being open to constructive criticism is essential for growth. Gen Z employees should actively ask for feedback from their managers and peers and take time for self-reflection to identify areas for improvement.
3. Take Initiative and Show Motivation Gen Z workers should show more initiative in their work. This means taking ownership of tasks, being proactive, and demonstrating a willingness to learn and grow.

Conclusion: Bridging the Gap for a Successful Future

The growing trend of early terminations among Gen Z employees is a complex issue, but it’s not insurmountable. Employers must take a more active role in preparing young workers for success by revamping onboarding programs, offering mentorship, and promoting a culture of continuous learning. At the same time, Gen Z employees need to focus on developing both their technical and soft skills to thrive in the workplace.

Ultimately, the responsibility falls on both sides to bridge the gap between education and the realities of the workplace. With the right support, clear expectations, and a commitment to growth, Gen Z has the potential to become a highly successful and valuable part of the workforce.

Excerpts from lecture delivered by Oyewole Sarumi, a professor of Strategic Leadership and Digital Transformation, and Faculty, Prowess University, Delaware US and ICLED Business School, Lekki, Nigeria