Gen Z: Meme-Slinging, Soft-Skill Lacking... or Are We Just Overreacting?

Ah, Gen Z—the generation that's been labeled everything from "tech-savvy" to "entitled." If you've been following the headlines, you might believe they're single-handedly responsible for the downfall of civilization. But before we put on our acid-washed jeans and grab the pitchforks and torches, let's take a moment to reconsider: Are we really seeing the full picture?

The Soft Skills Saga

First, let’s address the neon sign we’re all somehow missing: soft skills. Yes, employers have voiced concerns about Gen Z’s supposed lack of communication skills and emotional intelligence. But pause for a moment—didn’t we help create this situation? This is the generation raised in a digital-first world, where face-to-face interactions became as rare as the dial-up modem.

Parents did their best, teaching the basics of sharing and being polite, but once these kids entered school and the workplace, society shifted its focus to technical skills and standardized tests. We prioritized coding over conversation. And now we’re surprised? Really, Chad?

The Pandemic Curveball

Let’s not forget the curveball thrown by COVID-19. Remote learning and social distancing meant that many Gen Zers missed out on key in-person experiences. It's a bit tricky to develop conflict resolution skills when your biggest challenge is deciding whether to wear pants for a Zoom meeting.

Not All Gen Zers Are the Same

Here’s where things get even more interesting: the idea that all Gen Zers are somehow cut from the same cloth is as outdated as the game Pong. Like every generation before them, they’re a diverse group with varying skills, strengths, and weaknesses. Some are natural-born leaders, capable of charming a room full of introverts. Others are brilliant analytical thinkers, solving complex problems—albeit some are convinced that the right meme can fix an angry friend. This was the Quarantine Generation. They were socialized differently, and face-to-face conflict resolution was not possible.

Stereotyping Gen Z does a disservice to them and to the organizations that could be harnessing their unique talents. Instead of pigeonholing them under one label, we need to recognize the value they bring.

Rethinking Employee Surveys

And while we're at it, can we please stop putting so much faith in employee surveys that claim to reveal everything about workers' experiences? It’s unrealistic to think a question like, “How well does your desk plant support your productivity on a scale of one to five?” tells us anything meaningful. These assessments often provide little insight, especially when people are likely just telling you what they think you want to hear. Instead of relying on cookie-cutter categories, let's focus on understanding individuals' contributions, talents, and potential.

A Call for Data-Driven Understanding

So, what’s the solution? Instead of leaning on sweeping generalizations or Supervisor Garry's opinion from his 17 years working in Document Control, how about we gather real data on Gen Z in the workplace? Let’s examine their contributions, challenges, and areas for growth with real, actionable insights. This isn't about checking off boxes on a performance review—it’s about moving past personal biases and subjective data to truly understand what drives them. There are challenges, there’s no doubt about it, but it’s unrealistic to think that you can dismiss an entire generation.

Investing in Gen Z’s Potential

Finally, let’s talk about investing in Gen Z’s potential. If companies are serious about leveraging their talents, they need to put their money where their mouth is. This means offering tailored training programs that develop both soft and technical skills. It means creating mentorship opportunities that provide real-world learning. And most importantly, it means fostering a workplace culture that values various perspectives, experiences, and backgrounds.

Conclusion

In closing, before I go water my desk plant, let’s stop painting Gen Z with a broad brush. It’s time to see them for who they truly are: individuals with unique strengths and capabilities, ready to be nurtured and unleashed. Because when we do that, we’re not just setting them up for success—we’re ensuring that we get to take a little credit for it, too.