As Gen Zs are coming into the workforce, they face all sorts of challenges that result in turnover or loss of jobs for them. According to recent studies, nearly 60% of employers have fired Gen Zs from their employment in the last year. This figure leads to an examination of their work ethic and adaptability. However, a closer analysis shows that the situation is more complex than that. It is about expectations, values, and changes in the workplace environment.

We speak with Dr. Arvind Otta, Senior Psychologist and Mental Health Activist, who provides deeper insights into the potential reasons behind this trend.

Flexibility Expectations: One thing that Gen Z demands from an employer is total flexibility in its workplace. “They want the possibility of working from anywhere and the time off that one needs for good work-life balance. Unfortunately, despite these expectations, many organisations still remain traditional in practices, and this frustrates Gen Z employees who dislike rigid structures. Such mismatches will make employees leave jobs that do not align with their expectations,” Dr. Otta says.

Prioritising Mental Health: According to Dr. Otta, mental health is highly valued by Gen Z, who will prefer emotional well-being rather than job security. Research proves that this generation is known to be more anxious and depressed compared to the other generations. “Consequently, they all end up quitting jobs when faced with a toxic work environment, which generally results in poor mental health support or a rat hole of a workspace environment,” he adds.

Resistance to Conventional Hierarchies: Gen Z despises conventional workplace hierarchies and stifling professional customs. Moreover, Dr. Otta explains, they would wish for systems that are close to egalitarianism, which demands equality for all, with an opportunity for innovation and collaboration. “That comes with confrontation with other generations who see things differently concerning professionalism and the workplace. The result is that Gen Z employees will either have to face the consequences of their likely loss of jobs or continue going down the road with practices already established,” he says.

Desire for Dynamic Work Environments: The Gen Z population wants to work in work environments with dynamism where their intellect and creativity are challenged. “Most of the Gen Z feel deprived in roles offering no growth or innovation. On the other hand, stimulating tasks aligned to their aspirations for personal development keep them glued to their jobs. Otherwise, they seek opportunities that fire their interest,” he tells us.

Barriers to Communication: Many employees of this generation find that they are lacking in the area of face-to-face communication with the advent of technology from a very early age into their lives. “This kind of reliance on technology can also impact one’s work environment, affecting interpersonal interactions and misunderstandings. Many employers point to poor communication as a major grounds for firing Gen Z workers, as most jobs today require an element of teamwork,” Dr. Otta says.

Economic Uncertainties and Job Security Issues: The entire economic terrain, Dr. Otta says, has completely transformed within the last few years, leaving a certain abnormal environment of instability within which there is very sparse hope for job security. “Many Gen Z employees would, therefore, not like to invest everything they have into any corporate job that does not offer them security or growth,” he explains. It is seen as indifference or lack of motivation in such cases, further worsening their employment problems.

Incompatibility of Principles: This generation shares values like inclusion, governance, and social responsibility. However, according to Dr. Otta, there can be discontentment among Gen Z if the values they hold are not in track with the organisation's direction. If not, their inclination may be always ready to leave. On the one hand, this creates a wide discrepancy between employee expectations and organisational culture.

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