Gen Z gets a bad rap in the workplace. You've heard it all: entitled, unmotivated, unwilling to pay their dues. But what if we've been reading the room all wrong?
Growing up with smartphones practically attached to their hands, Gen Zers are digital natives who've been plugged into global culture, politics, and business since day one. They care deeply about work-life balance and finding meaning in what they do. Worldwide, they're the generation most worried about corruption and inequality—and they're determined to make a difference.
So where does this "lazy" stereotype come from?
It's Not About Drive—It's About Trust
According to a fascinating conversation between Garry Ridge, former CEO of WD-40, and thought leader Simon Sinek on the podcast A Bit of Optimism, Gen Z's workplace approach isn't rooted in laziness. It stems from a well-earned distrust of leadership.
Sinek noticed something interesting: Gen Z seems to work backward compared to previous generations. Instead of grinding away to prove themselves before getting promotions or raises, they want to see the rewards upfront.
"That could be interpreted as entitlement," Sinek acknowledged. "I understand it as they grew up in a world where there's no loyalty from the company."
Think about it. Why should employees hustle for companies that won't have their backs? Gen Z watched their parents dedicate decades to organizations, only to face layoffs, stagnant wages, and broken promises. They learned the lesson early: corporate loyalty is a one-way street.
What Companies Get Wrong
Ridge agrees that dismissing Gen Z as unmotivated completely misses the point. Instead of criticizing them, companies should focus on building trust through more transparent, frequent pathways to advancement.
"Once upon a time, you had these reviews where you were actually looking backward," Ridge explained. "Well, maybe now the way to go is having steps along the way so you can recognize performance."
He suggests regular check-ins every few months—giving employees tangible opportunities to earn recognition and move forward, rather than waiting for an annual review that feels more like a formality than genuine feedback.
Both Ridge and Sinek agreed that traditional year-end reviews are outdated and ineffective. Maybe Gen Z is onto something by pushing back against them.
"I don't want to wait 364 days for you to tell me what I should've done better or how good I've done," Ridge said, capturing the Gen Z perspective. "What I want to do is be coached along the way."
Call them what you want, but Gen Zers aren't willing to work tirelessly without seeing clear returns. Many watched their parents sacrifice everything for companies that gave little back, leaving them financially insecure in their later years.
Can you really blame them for wanting something different?
The truth is, Gen Z isn't rejecting hard work—they're rejecting broken systems. They're asking for transparency, fairness, and proof that their effort will actually pay off. And honestly? That doesn't sound entitled at all. It sounds smart.