Gen Z Firing Records Rise as Bosses Cite 9 Habits

The Changing Dynamics of Gen Z in the Workplace

Gen Z workers are experiencing a high turnover rate, causing concern among managers who are terminating young hires more frequently than previous generations. These firings often stem from everyday habits that are perceived as red flags regarding professionalism, reliability, and long-term potential. Behind the narrative of "lazy zoomers" lies a complex story involving mismatched expectations, evolving norms, and a workplace still adapting to hybrid schedules and TikTok-era communication.

There are nine recurring behaviors that executives say are pushing them to let go of Gen Z employees, each revealing insights into how work is changing.

1. Weak Initiative and "Pay Your Dues" Fatigue

One common complaint from managers is that too many Gen Z hires wait for explicit instructions instead of seeking ways to contribute. Leaders describe new graduates who complete assigned tasks but rarely volunteer for stretch work or propose improvements. This passivity is interpreted as a lack of drive in environments where previous generations were expected to overdeliver quietly.

A survey of leaders found that 50% reported young people lacking motivation or initiative. Some supervisors see this reluctance as laziness, while Gen Z employees argue they want meaningful work and clear growth paths, not busywork. When this disconnect is not addressed, it often leads to termination rather than coaching.

2. Poor Communication and Soft Skills Gaps

Even when technically capable, Gen Z employees face challenges with basic communication habits. This includes not responding promptly to emails or messages, using casual language with clients, and avoiding difficult conversations. In hybrid offices, these gaps are more visible and consequential.

Several reports highlight poor communication skills as a core reason for letting Gen Z hires go soon after they start. A separate analysis notes that although young workers may have technical skills, they often do not dress or speak appropriately for the workplace. When a client-facing analyst shows up in a hoodie or sends a message that reads like a group chat, leaders see reputational risk and move quickly to replace them.

3. Attendance, Time Management, and Remote-Work Misfires

Managers also cite issues with reliability, such as showing up on time and managing deadlines without constant reminders. After years of remote school and flexible gig work, some Gen Z hires treat start times and office days as suggestions rather than requirements. This attitude clashes with managers who equate physical presence with professionalism.

Chronic lateness, missing meetings, and ignoring remote work policies are top triggers for termination. When a junior marketer joins Zoom calls from their car or a noisy café, or a new engineer misses standups due to oversleeping, managers often conclude that coaching will not fix what they see as a fundamental attitude problem.

4. Fragile Problem-Solving and Feedback Tolerance

Managers describe patterns where Gen Z hires struggle with ambiguous tasks or when answers are not immediately available online. Instead of breaking down assignments or asking targeted questions, some young workers stall out or return incomplete work. In fast-paced environments, this hesitation can slow projects and frustrate colleagues.

An analysis labels this dynamic "Poor Problem Solving Skills Blame the Internet," suggesting Gen Z workers are used to getting instant answers. Another breakdown notes that this lack of independent problem-solving often accompanies discomfort with constructive criticism, leading some Gen Z employees to shut down or quit after a single tough review.

5. Blurred Boundaries Between Personal and Professional

Social media has normalized sharing every aspect of life, but the office still expects some separation between personal expression and professional conduct. Managers report firing Gen Z employees for posting about confidential projects on social media, venting about colleagues, or filming TikToks in the office without permission.

Guidance aimed at young workers warns that bosses are firing Gen Z grads for missteps ranging from oversharing online to ignoring confidentiality rules. When a junior account manager live-tweets a tense client meeting or vents about their boss on LinkedIn, the termination conversation tends to follow quickly.

6. Entitlement, Etiquette Gaps, and "Unprofessional" Style

Beyond specific behaviors, many leaders describe a broader sense of entitlement among some Gen Z hires: expectations of rapid promotion, resistance to entry-level tasks, and a belief that work should always accommodate personal preferences. That perception is often intertwined with etiquette gaps, from not knowing how to greet senior leaders to using slang in formal emails.

An ethics-focused analysis argues that the problem is partly a lack of basic workplace etiquette, suggesting graduates should undergo etiquette training before starting their careers. Employers complain about unrealistic salary expectations and a tendency to declare "it is time to move on" after only a few months.

7. Misaligned Values and Rapid Quitting

Gen Z is vocal about wanting work that aligns with their values, from climate action to diversity and mental health. While this clarity can be a strength, it also leads to rapid quitting when roles do not match expectations. Managers say they are terminating some Gen Z workers not for lack of skill, but because their approach to activism or boundary-setting clashes with the company's pace of change.

Younger workers are more likely to push back on policies they see as unfair, from return-to-office mandates to unpaid overtime. Some employers are considering avoiding Gen applicants altogether due to fears of constant churn.

8. Digital Dependence and Lack of Workplace Savvy

Growing up with smartphones has given Gen Z fluency in tools like Slack and Notion, but it has also created blind spots in old-school workplace navigation. Managers describe young hires who are brilliant in digital collaboration but struggle with reading a room, building in-person rapport, or navigating office politics.

Awkward small talk, avoiding eye contact, and relying on messaging apps instead of walking over to a coworker's desk are subtle but cumulative problems. When a junior developer never turns on their camera or relies solely on Jira comments to build relationships, leaders may interpret that as disengagement rather than a skills gap that could be coached.

9. What Both Sides Can Do Differently

The firing spike is also a management story. Companies that hire large cohorts of young workers without structured onboarding, clear expectations, or consistent feedback are almost guaranteeing disappointment on both sides. When leaders treat early-career employees as plug-and-play rather than as people who need coaching on norms, etiquette, and unwritten rules, they should not be surprised when those hires stumble.

At the same time, young workers have more control than they may realize over whether they become part of the "alarming rates" narrative. Small shifts in initiative, communication, and professionalism can dramatically change outcomes. If employers invest in clearer guidance and Gen Z leans into learning the unwritten rules, the record firing rates do not have to define this generation's long-term relationship with work.