06/01/2025

Generation Z and the Workforce: Navigating Unique Challenges

By Nicole Precourt

Generation Z, often referred to as Gen Z or Zoomers, is the title given to the group of people born between 1996-2012. They are considered the first true digital natives, having grown up with technology as an integral part of their daily lives. Known for being tech- and screen-savvy and having short attention spans (Koné, 2024), this demographic has had information readily available at their fingertips their whole lives.

Additionally, Gen Z is more likely to seek purpose-driven work. Their interests, likes/dislikes, personality, values, and intrinsic motivation often drive them to the next venture in their career (American Student Assistance, 2021). A position that provides meaning is more important to them than the salary it offers.

Career practitioners can play an important role in supporting Gen Z as they navigate the professional world while remaining authentic to their values.

Generation Z’s Career Challenges

While every generation faces challenges in their job search and career transitions, some are unique to Gen Z. These include:

• Desire for Instant Gratification:  When it comes to figuring out their career paths and finding jobs, Gen Z may rush through the job application process. They often focus on the end goal of job attainment, instead of ensuring that the role best suits them (Perna, 2025). Gen Z also struggles with how long it may take them to get a job; they often do not realize that it is a process that consumes time, effort, and energy. 
• An Unsettled Mindset. Gen Z is often referred to as the “anxious generation,” adapting less easily to challenges and disappointments (Resuma, 2025). In an effort to protect their children from discomfort and failure, parents’ may have actually contributed to lowering their resilience and coping skills. This is a group that experienced the pandemic as students or new entrants to the workforce and do not remember a world before the terrorist attacks of September 11th events that delayed social development and altered educational and career trajectories forever. Additionally, many Gen Zs experience pressure to attain a high level of achievement and success, while competing with unreal expectations of social media.
• Decreased Soft Skills. According to a 2024 Harris Poll, 82% of managers reported that their Generation Z hires need additional support, time, and training to develop their soft skills (Thier, 2024). Many Gen Zs entered college or the workforce remotely during the pandemic, altering their focus and experience to rely more heavily on technology rather than interactions with classmates and coworkers. They also lacked in-person internship and mentorship experiences, putting them at a disadvantage for skills like collaboration, communication, and problem-solving. Some Gen Zers may also struggle with workplace norms such as answering the phone, making eye contact, or in-person conversations (Ryan, 2023).

How Career Practitioners Can Best Support Gen Z

It is important for practitioners to meet Gen Z where they are. This group wants their concerns and vulnerability to be met with understanding, compassion and empathy. Career practitioners can support Gen Z by building trust while helping them improve their soft skills and job search strategies as follows:

• Encourage Deliberation in the Job Search Process.  Gen Z clients may prefer the “quick/easy apply” button to apply for jobs, not realizing that a personalized resume and cover letter is less likely to be rejected (Indeed Career Coaches, 2025). Practitioners can help clients become more thoughtful and deliberate about the positions and companies they apply to, by asking them the following questions:
  • Do your skills and experiences align with the job description?
  • What is it about this role that interests you?
  • Why do you want to work at this company?
  • What have you learned about the company through research?
  • Do you know anyone who works here or in a similar role?
• Promote Resilience.  Like all job seekers, Gen Zers will benefit from seeing opportunity in every challenge, pushing through adversity, learning from mistakes, and bouncing back. Practitioners can help clients realize that failure is a natural part of life, and the lessons they receive from it can be invaluable. Questions practitioners can ask:
  • Tell me a time you faced a difficult challenge at school, work, or in your personal life. How did you get through it? What did you learn from the experience?
  • Describe an instance where you thought you would fail at something, but you succeeded instead.
  • Think of a time when you were very disappointed in an outcome or decision. What were some key factors that helped you recover from the negative experience?
• Improve Soft Skills. To help prepare Gen Z for the workplace, practitioners can suggest experiences that will help them improve their communication, teamwork, and problem-solving. For example, taking on a leadership role in a campus club or local organization can help Gen Zs practice customer service and time management skills. Volunteering for group projects at work or school can help them build collaboration, active listening, and conflict resolution skills. These types of skills “turn knowledge into action and build relationships that help careers flourish” (Central New Mexico Community College, 2025, para. 1).   
• Leverage the Power of Connection. Practitioners can show clients that networking doesn’t necessarily mean speaking to strangers. They can help Gen Z identify networking prospects among people they already know or are connected with, including family members, friends, former classmates, and faith-based communities Clients can also leverage their connections to access leadership and volunteer experiences like those shown above.

Gen Z’s Impact on the Workforce

Generation Z is slated to make a significant impact on the workforce with their tech-savviness, creativity, and passion for meaningful work. Career practitioners can play a vital role in empowering this generation to proactively address challenges with tools and strategies, ultimately helping them transition from inexperienced job seekers to confident, impactful professionals.

References

American Student Assistance. (2021). How gen z approaches decision-making: Education and career. https://www.asa.org/wp-content/uploads/2022/10/ASA-Gen-Z-and-Decision-Making-Summary.pdf 

Central New Mexico Community College Career Center. (2025, Jan. 29). Soft skills gen z needs to succeed—and how they can improve. https://careercenter.cnm.edu/blog/2025/01/29/soft-skills-gen-z-needs-to-succeed-and-how-they-can-improve/ 

Collins, R. (2023, Sept. 18). Springfield businesses say gen z workers lack basic skills; Blame parents, schools. Springfield Daily Citizen. https://sgfcitizen.org/economy-growth/business/springfield-businesses-say-gen-z-workers-lack-basic-skills-blame-parents-schools/ 

Indeed Career Coaches. (2025, March 26). Why quality over quantity matters in your job applications. Indeed.com. https://www.indeed.com/career-advice/finding-a-job/quality-vs-quantity-applications 

Koné, A. (2024, March 12). The need for speed: Our generation’s obsession with immediate gratification and its impact. The Dickinsonian. https://thedickinsonian.com/opinion/2024/03/12/the-need-for-speed-our-generations-obsession-with-immediate-gratification-and-its-impact/ 

Perna, M. (2025, Feb. 11). 4 reasons gen z is struggling to land a new job in 2025. Forbes.com. https://www.forbes.com/sites/markcperna/2025/02/11/4-reasons-gen-z-is-struggling-to-land-a-new-job-in-2025/ 

Resuma, A. (2025, Jan. 7). The gen z dilemma: Workforce trends that could threaten their careers. International  Business Times. https://www.ibtimes.com/gen-z-dilemma-workforce-trends-that-could-threaten-their-careers-3758109 

Thier, J. (2024, Jan. 23). Managers’ latest complaints about gen z: They lack soft skills and have unrealistic workplace expectations. Fortune.com https://fortune.com/2024/01/23/gen-z-lacks-soft-skills-unrealistic-workplace-expectations/ 

Nicole Precourt is a Career Counselor with 20 years of experience. She runs Waves of Change Careers, a practice in Massachusetts, and works in the Career Services Office at Bridgewater State University. Her passion is guiding clients through the career exploration process, and how that equates to a fulfilling career. Nicole has her undergraduate degree from UMass Amherst in Hospitality Management, her Master’s degree from Troy University in Management/HR, is a GCDF and CCSP. She’s a member of NCDA, EACE, NACE, Career Counselors’ Consortium Northeast, and the Career Counseling Connection. She can be reached at linkedin.com/in/nicoleprecourt/ or NicolePrecourt@wavesofchangecareers.com