Gen Z at Work: What’s Not Working—And How to Fix It

If you’ve hired anyone under 27 lately, you’ve probably noticed something feels different.

They show up late. They don’t respond to emails. They ghost an interview, then reapply the next day. They ask “why?” a lot—especially about things we consider basic workplace expectations.

This isn’t just your imagination. Gen Z—the generation born between roughly 1997 and 2012—is changing the way companies think about communication, accountability, and onboarding.

In staffing, especially for events and hospitality, many managers are saying the same thing: “We’re struggling to get Gen Z workers to take the job seriously.”

But here’s the thing—Gen Z isn’t lazy. They just think about work differently. And unless companies adapt, they’re going to keep running into the same problems.

The Top Complaints Employers Have About Gen Z

Whether you’re a producer managing 50 brand ambassadors or a shift lead in catering, here are the most common frustrations we hear:

1. They lack accountability.

You send a schedule—no response. You confirm their shift—no confirmation. And sometimes, they just don’t show up. The concept of confirming and reconfirming feels unnecessary to them unless you clearly explain the why behind it.

2. They avoid direct communication.

Gen Z grew up texting. Phone calls feel intrusive, and emails feel corporate. If they have a problem, many won’t bring it up in person—they’ll simply disappear or send a vague message.

3. They don’t respond well to feedback.

Correcting them mid-shift can backfire. What you see as constructive feedback, they may take personally—especially if the tone isn’t framed carefully.

4. They expect flexibility, even in rigid roles.

Shift times are locked. The dress code is mandatory. But for Gen Z, workplace flexibility is often a core expectation—even in jobs where it’s simply not possible.

5. They bounce fast.

Gen Z doesn’t hesitate to leave if they feel the environment isn’t worth it. And they’re not shy about telling others why.

Why the Disconnect Exists

To work with Gen Z effectively, you have to understand how they got here. Their formative work experiences looked very different from those of previous generations.

- They came of age during a pandemic.

For many of them, their first job was remote. Onboarding happened over Zoom. Feedback was written, not spoken. There was no boss hovering nearby, no team lunch, no breakroom culture. Their baseline for work is digital, not relational.

- They learned from influencers, not managers.

TikTok and YouTube are full of content about quitting, setting boundaries, and “not settling for less.” For better or worse, Gen Z workers are being coached by algorithms, not HR.

- They don’t separate work from identity.

They want their values reflected in the workplace—and if they don’t feel seen, respected, or understood, they’ll disengage or leave entirely.

What This Means for Staffing and Event Management

In event staffing, especially, we deal with high turnover and tight deadlines. That means these issues aren’t just annoying—they can break a shift.

When you have a 7:00 AM call time, there’s no room for “I forgot” or “I thought someone else would cover it.”

That’s why we’ve adopted specific systems at Elevate Event Staff to address these trends while still holding our team accountable:

• Three-touchpoint confirmation: We don’t assume someone will show up just because they filled out a form. We get verbal, written, and tech-based confirmations.

• Backup staffing pools: We always reserve alternates to step in if someone drops.

• Micro-feedback moments: Instead of waiting until the end of a shift, our leads give check-ins during natural pauses. It’s less intimidating and more effective.

But more importantly, we’ve shifted the way we talk to and train Gen Z workers.

How to Lead Gen Z Without Losing Your Mind

You don’t have to coddle them. You just have to be clear, consistent, and a little more human. Here are some proven strategies:

1. Clarify expectations from the start.

What time? Where? What to wear? What happens if you're late? Spell it out clearly—don’t assume they’ll infer it.

2. Explain the “why.”

If you're asking for a headshot or a second confirmation, explain why. “This helps our client security team check you in” is a better answer than “just do it.”

3. Use text and visuals.

Gen Z is visual-first. Send shift details in clean, easy-to-read formats. Use images if needed—no giant walls of text.

4. Offer feedback with empathy.

Instead of “You’re doing this wrong,” try “Hey, let me show you the way we typically handle this—it helps things run faster.” They’re more receptive when you sound like a coach, not a critic.

5. Don’t confuse quiet with disinterest.

Some Gen Z workers seem distant or checked out. Often, they’re just unsure of what’s expected—or afraid to mess up. Invite questions.

When Gen Z Workers Thrive, They’re Incredible

It’s easy to focus on the headaches. But when you get it right, Gen Z can be a massive asset to your team.

• They’re digital natives. Social media campaigns? Data entry? QR code check-ins? They pick it up instantly.

• They value inclusivity. They tend to be more respectful of different identities, backgrounds, and needs—an asset on any diverse team.

• They care about meaningful work. If they feel like they’re contributing to something that matters (even if it’s just a smooth guest experience), they give it their all.

Conclusion: Don’t Blame Gen Z—Build a Better System

If your team is struggling with Gen Z hires, it’s not because this generation is lazy or incapable. It’s because the world they grew up in doesn’t match the one many employers still operate in.

Yes, it’s frustrating to deal with no-shows, late replies, and quiet quitting. But the fix isn’t to lower standards—it’s to raise the quality of your training, structure, and leadership.

At Elevate Event Staff, we’ve staffed thousands of shifts across the country—and the best teams are the ones that combine clear expectations with human-centered management.

If you want Gen Z workers to perform better, meet them halfway. It’s not about changing your entire system. It’s about knowing who you’re hiring, and leading them in a way that works—for everyone.