Recent employer polls reveal rising termination rates among Gen Z and highlight the habits most often blamed.
Recent surveys from ResumeBuilder and Intelligent.com reveal a sharp rise in Gen Z terminations, with employers frequently blaming recurring habits that affect workplace performance. ResumeBuilder found that 74% of managers consider Gen Z the most difficult generation to work with, while Intelligent.com reported that 40% of companies have fired a Gen Z employee. These findings point to shifting expectations, communication styles, and workplace norms. As young workers enter the job market in record numbers, the gap between employer expectations and Gen Z work habits is becoming increasingly visible.
1. Employers Cite Attendance and Reliability Issues
Many managers report that Gen Z struggles with consistent attendance, including arriving late, calling out frequently, or missing shifts without adequate notice. Intelligent.com’s survey highlighted reliability problems as a common reason for termination. Employers say these habits disrupt workflow and create additional burdens for coworkers who must cover gaps.
Some researchers suggest this pattern may reflect changing attitudes toward work-life balance and mental health, which Gen Z places high value on. However, when expectations are not clearly communicated or aligned, attendance issues quickly escalate into disciplinary actions and firings.
2. Communication Styles Often Clash With Workplace Norms
ResumeBuilder’s survey found that managers frequently cite communication problems, including overly casual tone, reluctance to speak directly, or discomfort with face-to-face conversations. Some Gen Z employees rely heavily on digital messaging, which may conflict with workplaces that expect clear verbal communication.
Experts note that this isn’t a lack of capability but rather a mismatch between generational communication habits and employer expectations. Without guidance, misunderstandings can occur, leading managers to perceive disengagement or lack of professionalism, ultimately contributing to dismissal.
3. Resistance to Feedback Is a Common Complaint
Intelligent.com’s data shows that employers often blame defensiveness or difficulty accepting constructive criticism as a major performance issue. Some managers say Gen Z workers may interpret feedback as personal criticism rather than professional development.
Researchers suggest that younger workers value collaborative environments and may struggle when feedback is delivered bluntly or without context. When expectations around growth and accountability are unclear, these interactions can quickly deteriorate, resulting in strained relationships and, in some cases, termination.
4. Professionalism Expectations Are Not Always Met
Managers in the ResumeBuilder survey reported concerns about professionalism, such as inappropriate work attire, informal language, and difficulty adapting to workplace etiquette. These expectations vary widely by industry, but many employers say Gen Z enters the workforce with limited experience in formal settings.
Experts note that these habits often reflect cultural changes rather than intentional disrespect. Still, when professionalism issues repeatedly surface, employers may view them as unwillingness to meet workplace standards, contributing to higher termination rates.
5. Struggles With Time Management Affect Performance
Employers frequently mention missed deadlines, difficulty prioritizing tasks, and challenges staying focused as reasons Gen Z employees underperform. These concerns appeared prominently in Intelligent.com’s findings, where managers cited time management struggles as a major factor in firing decisions.
Researchers attribute some of this to digital distractions and multitasking habits developed during adolescence. While Gen Z excels at rapid information processing, long-form focus may require more structured guidance, especially in fast-paced workplace environments.
6. Workplace Conflict Skills Are Underdeveloped
ResumeBuilder’s survey noted that many managers believe Gen Z is less prepared to navigate workplace disagreements or criticism. Some young employees avoid conflict altogether, while others escalate concerns quickly to HR rather than resolving them directly.
Experts say these tendencies may stem from growing up in highly digital environments where conflict is handled through messaging or moderated spaces. Without practice in resolving in-person issues, workplace tension can build, leading employers to perceive difficulty working within teams.
7. Digital Dependence Creates Friction in Traditional Workplaces
Employers report that some Gen Z workers rely heavily on digital tools, even in roles that require in-person interaction or manual processes. Intelligent.com’s survey noted that overreliance on phones or online shortcuts sometimes interferes with job expectations.
This habit isn’t inherently negative, as Gen Z is exceptionally tech-savvy. But when workplaces require hands-on tasks or customer-facing roles, digital dependence can be misinterpreted as disengagement. Managers often list this mismatch as a contributing factor in termination decisions.
8. Lower Thresholds for Job Satisfaction Lead to Quick Disengagement
Several employers say Gen Z employees are more likely to lose motivation when a job feels unfulfilling, repetitive, or misaligned with personal values. ResumeBuilder’s data suggests that managers interpret this as lack of effort or poor attitude.
Researchers note that Gen Z prioritizes meaningful work, mental health, and work-life balance more than previous generations. When these needs aren’t met, engagement drops. Employers sometimes interpret this disengagement as poor performance, leading to termination.
9. Preference for Remote Work Creates Tension in On-Site Roles
Many Gen Z workers entered the workforce during or after the pandemic and therefore prefer remote or hybrid arrangements. Intelligent.com’s survey found that reluctance to return to the office was a recurring issue reported by employers.
When job requirements demand in-person attendance, this preference can lead to conflict or dissatisfaction. Managers say that resistance to on-site expectations occasionally becomes grounds for dismissal when remote work simply isn’t compatible with the role.
10. Unrealistic Early-Career Expectations Increase Friction
ResumeBuilder’s survey shows that some employers believe Gen Z expects rapid promotions, higher starting salaries, or significant responsibility early in their careers. When these expectations don’t align with company structure, frustration may develop on both sides.
Experts note that Gen Z’s expectations are shaped by economic uncertainty and a desire for stability, not entitlement. However, mismatched expectations can quickly impact performance and communication, contributing to higher termination rates compared to other generations.