The Trust Gap: How Gen-Z Can Communicate Their Value
Let's talk about the elephant in the room: trust. Or, more specifically, the trust gap between Gen-Z and their employers.
The headlines are everywhere—companies are hesitant to hire young professionals, and when they do, they're quick to let them go. According to Intelligent.com, one in six companies admit they're wary of hiring recent college grads, citing concerns about professionalism, communication skills and workplace readiness. It also reports that some Gen-Z hires are getting the boot just months into their new roles. But let's pause for a second: What's really going on here? And more importantly, how can Gen-Z shift the narrative?
According to a 2022 Gallup Poll, 54% of Gen-Z employees, slightly higher than any other generation, are ambivalent or not engaged at work. This may be one reason for the perception of Gen-Z as difficult to work with or manage.
But is this really a Gen-Z problem? Or are businesses simply failing to evolve with a new generation of workers?
One major friction point? Communication. Gen-Z grew up in a world where texts, emojis and short-form videos are the norm. But in many industries, their casual communication style clashes with old-school corporate expectations. The Intelligent.com survey referenced above highlights that 39% of employers who fired Gen-Z workers cited lack of communication skills as the reason. In my and clients' experience, there's a perception that younger hires don't engage enough in traditional face-to-face interactions—something critical for networking and relationship-building.
Then there's the work ethic debate. Gen-Z prioritizes work-life balance, mental health and flexibility—values that older generations sometimes misinterpret as a lack of drive. But here's the truth: Gen-Z isn't afraid of hard work. They just refuse to measure success by outdated standards like who logs the most hours at their desk. They're focused on efficiency, impact and doing work that actually matters.
If Gen-Z wants to be taken seriously, they need to take control of their own narrative. Here's how:
Like it or not, perception matters. Learning how to navigate workplace communication—whether it's crafting professional emails, speaking up in meetings or mastering the art of small talk—will set you apart.
The workplace is unpredictable. The employees who thrive are the ones who embrace change, seek out challenges and show they can pivot when needed. Be that person.
Yes, Zoom calls and Slack messages are great. But if you want to build real trust, make the effort to engage in person. Show up, shake hands and make eye contact. It makes a difference.
Actions speak louder than words. Meet deadlines, take initiative and follow through on commitments. Consistency builds credibility.
Trust isn't just Gen-Z's problem—companies need to step up, too. If organizations want to attract and retain top young talent, they need to meet them halfway. That means investing in mentorship, setting clear expectations and embracing new ways of working instead of clinging to outdated models.
Gen-Z isn't a liability; they're an asset. They bring fresh ideas, digital fluency and a passion for meaningful work. The key is finding common ground. When businesses and young professionals work together to bridge this trust gap, everyone wins.
The bottom line? Trust isn't given—it's earned. But with strong communication, adaptability and initiative, Gen-Z can rewrite the story and prove that they're not just ready for the workplace—they're ready to lead.
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You shift from being seen as a worker to being seen as a strategic asset who understands how to integrate all aspects of life into a coherent, powerful whole. The question isn't whether you can afford to set boundaries. In today's economy of attention, the question is whether you can afford not to make conscious choices about where you invest your energy.
