Why Companies Need to Stop Firing Gen Z Workers and Start Investing in Developing Them

Gen Z’s entry into the workforce has prompted debate, discussions, soundbites and headlines across industries and business media as?organisations struggle to retain their younger employees. According to recent reports, six out of ten employers have fired Gen Z hires within just a few months, citing reasons like a lack of motivation or unprofessional behaviour. But these reasons may mask a deeper problem - companies aren’t aligning with the needs and expectations of a generation that is both pragmatic and future-focused.?

We talked about this on my most recent Purple Acorn #FromXtoZ chat with Danielle Farage and here are some of our insights on how businesses should start to reframe their approach to managing and developing Gen Z talent.

Unrealistic Expectations and Lack of Training

Unlike previous generations, Gen Z often enters the workforce with limited training, making it harder to meet employer expectations. They haven’t had access to the the kind of structured, extensive training programmes that were readily available to previous generations. Baby Boomers and Gen X employees often joined organisations that had rigorous onboarding programs which might last up to six to twelve months, effectively easing them into their roles and giving them knowledge as they need to know it.?

In contrast, today’s graduates are expected to hit the ground running, often with only minimal onboarding and access to learning or training programmes, leaving them having to perform without proper training or support. This sink-or-swim approach is one of the key factors behind high turnover and early attrition rates, as many Gen Z employees feel ill-prepared and undervalued.

Misaligned Hiring Processes

Hiring practices also contribute to the disconnect between Gen Z and employers. Companies often rely on digital recruitment processes that assess technical qualifications but fall short in evaluating candidates' motivations, work preferences, and values. This lack of personal insight can lead to mismatched expectations, with Gen Z employees discovering they have joined companies whose culture or goals don’t align with their own.

Companies are failing to fully understand Gen Z’s motivations, goals, and work preferences during the hiring process, which often leads to mismatches in expectations and early dismissals. Adopting a more nuanced, human-centred approach to hiring could help companies attract young talent who are genuinely aligned with their mission, vision and values, and help reduce early employee attrition.

Focus on Skills, Not Longevity?

Gen Z prioritises building diverse skills over long-term careers, which aligns with their perception of an uncertain future. They have intellectual curiosity - they know their roles are evolving and changing and want access to the knowledge and learning that will help them develop the skills approaches they need for uncertain careers. Skill building helps them develop knowledge and behaviours that will support them through different sectors and roles.

They prefer to acquire knowledge that helps them transition smoothly to the next role. Companies that support continuous skill development can turn this generational trait into an advantage by creating programmes that will allow younger employees to learn and grow within the organisation—even if that means they may move on after a few years.

Two-Way Investment?

Gen Z workers also seek a two-way relationship in the workplace, expecting employers to demonstrate a commitment to their growth. This perspective offers an opportunity for leaders to embrace multi-generational collaboration, combining the experience of senior staff with the fresh insights of younger employees. Leaders who are willing to invest time in building cross-generational teams—by embracing different work styles, encouraging knowledge sharing, and offering constructive feedback—can create a workplace that’s productive, innovative, and resilient. Open communication and mentorship can help bridge gaps between generations, fostering an environment where all employees feel valued and supported.

Companies that invest in Gen Z talent, and act as supportive career stepping stones, are more likely to retain and attract strong talent, creating a positive reputation among younger workers.

Need for Multi-Generational Teamwork

It would be very shortsighted for employers to dismiss Gen Z’s unique perspectives as signs of entitlement or a lack of commitment or seriousness. In reality, Gen Z brings a proactive, growth-oriented mindset that can benefit organisations and teams that are prepared to adapt.?

By cultivating a culture of mentorship, career development, and respect for individual career paths, companies can retain Gen Z talent and equip them to make meaningful contributions. This investment may require time and resources, but the reward will be a more dynamic, skilled, and dedicated workforce that is prepared to take on future challenges.

In a rapidly changing world, retaining talent is about more than filling roles; it’s about nurturing potential. Companies willing to understand and support the next generation’s needs will not only benefit in terms of employee retention but will also pave the way for future success in an increasingly competitive landscape.

You can check out the full conversation between me and Danielle here or by clicking the image below....and look out for more #FromXtoZ chats on Purple Acorn in the near future...