The Gen Z Mindset Graduates Bring To The Workplace In 2025

Forbes

26-04-2025

The Gen Z mindset that graduates are bringing to the workplace doesn't jibe with traditional ... More expectations of employers. So what happens as new graduates settle into their new jobs?
Managers are unprepared to deal with the new wave of Gen Z graduates entering the workforce with a 'What's in it for me?' mindset, according to experts. They aren't just job hunting; they're redefining what work should look like for them. Rigid nine-to-five office hours, hierarchical structures and 'paying your dues' mean very little to Gen Z. They're looking for certain things, entering the workplace with the Gen Z mindset—not because they're entitled--but because they've seen previous employer-employee relationships disintegrate.
It's no secret that Gen Z feel misunderstood and vilified by older employees. As Gen Z are settling into their first jobs, experts predict managers will have their hands full keeping them engaged. I spoke by email with Sandra Moran, chief customer experience officer at WorkForce Software, now part of ADP. She told me that Gen Z cite three reasons for leaving their jobs within the first year.
1. Misaligned expectations. Gen Z is very different from prior generations in the workplace, specifically because of their focus on the personal benefit for working, rather than how they may be contributing to the larger organization. Prior generations often viewed the relationship between employer and employee indexing toward the employer's power, whereas many Gen Z workers are more interested in understanding what they will get out of the experience, whether that is upward mobility and on-the-job training, holistic wellness perks, connected to a personal value, or other factors in addition to their salary. Many hiring managers come from older generations and may not be accustomed to this shift, and therefore do not set expectations appropriately for newer, Gen Z hires.
2. A lack of work-life balance. Moran points out that work-life balance impacts mental health, and while some jobs offer more flexibility, other roles–like the deskless jobs that make up 80% of the workforce–require work to be done on-site and within a scheduled shift. 'Some workers prefer this predictability, in-person engagement and the opportunity for hands-on, on-the-job training,' she explains, 'but others may be seeking roles that offer a less traditional schedule.'
3. Finding new opportunities. Some Gen Z leave their jobs because they discover better jobs that suit their professional or personal goals. 'Gen Z is often just embarking on their career journey and are learning as they go,' Moran states. 'During their first year, they may realize the job they thought they wanted isn't for them, or, they may use that first role as a jumping off point for their career and advance quickly. For a generation that has experienced an unprecedented amount of instant gratification, joining the labor force can be their first experience with candid feedback and defined career progression.'
Onboarding is the first impression a company makes on an employee, and the wrong tone can be mistakenly set, according to Moran, adding, 'This most often happens because the tech being used to train new workers is outdated, because managers and HR teams aren't adequately prepared to onboard new team members effectively or due to information gaps during the onboarding process.'
To fix this–or avoid it before it even happens–Moran insists that companies should make sure that managers and HR teams are ready to bring on new hires and are creating the kind of experience that individuals are provided with outside work. She advises that it's critical for managers to establish pre-onboarding conversations to ensure that the process is smooth.
Moran continues by suggesting it's essential to onboarding for employers to invest in strong technology. 'Many companies–especially those in deskless industries–will have employees complete certain onboarding tasks through an app on their phones,' she asserts. 'Using the right workforce technology is essential to making sure videos and onboarding content is clear, accessible and easy to complete. Think through everything an employee needs to learn during their first couple weeks and double-check that it's covered by managers or through the software they are using to get up to speed.'
Mentoring and managing are not one and the same, and Gen Z responds more to mentoring. Moran stresses that they want to learn and grow to avoid boreout syndrome and workplace dissatisfaction. 'Managing is more about giving direction to employees, making sure they are meeting their workplace goals, acting as good employees and teammates and helping employees connect their actions to the overall goals of the company. It also involves navigating workplace issues and conflicts to help set employees up for success.'
Moran emphasizes that mentoring takes this a step further, underscoring that some mentors can be managers, but sometimes these are separated entirely within an organization. 'Either way, employees today–especially Gen Z–want mentors who can help them navigate their career journeys and continue to progress in their personal goals. A mentor/mentee relationship is less about performance management, but rather, it's focused on preparing an individual for their future career path, leadership skill development, and personal growth."
The Gen Z generation was raised as digital natives. They are entering the workplace expecting easily-accessed information and personalized and modern software to help them perform their role. Moran says they become frustrated by the lack of sophistication at work, arguing that businesses can become an 'employer of choice' when they meet the evolving needs of the younger workforce--in other works, tech platforms and tools that foster trust, early feedback and long-term Gen Z engagement.
As the Gen Z mindset follows young graduates into the workplace like ageism follows older employees and sexism follows female employees, managers have vilified Gen Z. They criticize Gen Z for having too many rules, refusing to comply with corporate demands, being oppositional and lacking etiquette, reliability and flexibility. On top of that, Gen Z graduates are facing limited job prospects from massive tech layoffs, AI competition and DOGE's ripple effect. Despite these limitations, though, the Gen Z mindset brings many advantages to obsolete practices, and some leaders declare that they can avoid a "career apocalypse" and stand out if they build a strong personal brand in the hyper-competitive job market.