Beyond the Backlash
INSIGHTS AT THE INTERSECTION OF INCLUSION, ESSENTIAL PERSONNEL RECRUITMENT AND GEN Z
VOLUME 13: What Corporate Leaders Should Understand About Gen Z and Workplace Skills
By Olivia Valenti, DE&I Strategy Advisor
A recent article from The Wall Street Journal has sparked debate around whether Gen Z employees are entering the workforce less prepared than previous generations. While the headline may sound like a critique of Gen Z, it’s actually a call to action for corporate leaders: rather than focusing on what Gen Z may lack, organizations should see this as an opportunity to create more intentional pathways for early-career learning and development.
The article highlights that many early-career employees are struggling with foundational workplace skills such as professional communication, collaboration, and navigating organizational norms. Employers report that some new graduates are less comfortable with tasks like writing emails, managing workplace conflict, or understanding expectations in meetings.
But the issue is not simply about motivation or ability. Instead, it reflects how dramatically the transition into the workforce has shifted for young people. Many Gen Zer’s lost important experiences during the COVID-19 pandemic when remote school and limited in-person interactions disrupted traditional learning environments. During the pandemic, fewer young people held part-time jobs or internships that historically helped develop workplace habits. As a result, many new employees missed the informal but important opportunities to learn professional behaviors through observation, mentorship, and practice.
Historically, companies often assumed that entry-level employees would arrive “work ready.” Today, that assumption may no longer hold. Instead, companies that invest in mentorship, structured onboarding, and professional skill development may be better positioned to support this next generation of talent.
While this may seem like a workforce challenge, it’s better positioned as a leadership opportunity. Organizations that proactively build strong development pathways for early-career employees can strengthen their talent pipeline, improve retention, and create a culture where learning and growth are expected. Rather than asking whether Gen Z is prepared for work, corporate leaders may need to ask a different question: How can workplaces evolve to better prepare the next generation to succeed?
Interested in submitting a guest column for publication? Contact greg@globalviewcomm.com for more information.