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Maybe you’ve heard: Gen Zers are entitled and have outlandish demands when it comes to work. Oh, and they may also be lazy to boot.

For Gen Z readers who are bristling at these words, maybe there’s some solace in knowing that relaying broad strokes and generalizations about a new generation entering the workforce is nothing new.

It wasn’t that long ago that Millennials were deemed narcissistic, lazy, and developmentally stunted. Apparently they also couldn’t afford a down payment on a house because they were too busy buying avocado toast.

Gen Xers weren’t spared the generalizations either. They were labeled as indecisive slackers with, according to a 1990 Time magazine article, an “attention span as short as one zap of a TV dial.”

So in the spirit of pushing back against all generational stereotypes, we asked an array of talent and learning and development leaders: What is the biggest misconception of Gen Z in the workplace?

Below you’ll find their thoughtful answers — as well as tips on how to embrace and learn from the workplace’s youngest generation.

Cat Ward: Gen Z is needy

“There’s one word I often hear associated with Gen Z and it’s ‘needy,’” says Cat, the vice president of Jobs for the Future. “And many see Gen Z workplace needs — for transparency, diversity, flexibility, purpose, career mobility, and more — as unreasonable. 

“But these asks don’t seem so outlandish when we actually get curious about Gen Zers and what’s shaped them. Theirs is a generation molded by transformative forces, including a global pandemic, a racial reckoning, political gridlock, climate crisis, and the rise of artificial intelligence. It’s no wonder their demands feel exceptional — they grew up in an exceptional time.

“By 2025, Gen Z will make up 27% of the workforce. They will reshape the world of work — and it will be a more successful adjustment for all of us if we can understand and empathize with the ‘why.’ So let’s not take a rigid stance in a dynamic, changing workforce. Instead our path forward must be one of curiosity and openness to the unique needs of a unique generation.”

Christopher Lind: Gen Z can answer all our tech questions

“There are three common misconceptions about Gen Z,” says Chris, the vice president and chief learning officer at ChenMed, “and if accepted, they’ll lead to dire consequences that lay a foundation destined for failure. Those misconceptions are that Gen Zers want to do things differently just ‘because,’ they’re fantastic with technology, and they have terrible interpersonal skills.

“In reality, Gen Z brings new perspectives that challenge how things have been done. While they may be familiar with technology, assuming they love it or use it well will result in failure and mistakes. As for interpersonal skills, they bring new flavors — which doesn’t make them wrong, just different.

“When it comes to engaging and growing your Gen Z talent, avoid assumptions and stereotypes. Get to know them and their skills on an individual level. Provide them personalized development that brings out their best. They have much to offer, and their perspective and experience will benefit what’s already being done.”

Laurie Ruettimann: Gen Z has one foot out the door

“The biggest misconception about Gen Z is that they’re disloyal and uncommitted to their employers,” says Laurie, an HR and talent management consultant, founder of Punk Rock HR, and LinkedIn Learning instructor. “Managers believe that Gen Z tends to job-hop more than previous generations, but the truth is more nuanced. 

“According to research, Gen Z actually values growth, development, and meaningful work. They are more likely to leave a position if they feel it doesn’t meet their career aspirations or lacks a sense of purpose.

“Gen Z also appreciates feedback, seeks mentorship, and craves a sense of community in the workplace, while also wanting autonomy over their workdays. A blend of flexible work policies, comprehensive onboarding, continuous learning opportunities, and a strong company culture that values diversity and inclusion can help engage and develop this cohort — one that’s already emerging as the next generation of leaders.”

Johnny Campbell: Gen Z can’t build strong interpersonal relationships

“As a parent of a Gen Z gamer,” says Johnny, CEO of the e-learning platform SocialTalent, “I used to worry that my kids were going to struggle to build social networks in the workplace. After all, they’re online a lot more than a Gen Xer like me who grew up spending most of his time out on the road with his friends. 

“But research actually shows the following: Gamers who play online multiplayer games involving strategy and cooperative play develop really strong teamwork and communication skills. Some high performing gamers can actually display the same mental agility as professional athletes. 

“The truth is that it’s Gen Xers like me who have had to get used to working mostly online and developing work relationships across Zoom and Teams. We should be turning to Gen Z employees to help teach older generations the critical skills of developing deeper online relationships and strategizing in the digital world.”

Thank you to everyone who responded to our question! To get the latest news and insights from these talent leaders, be sure to follow Cat Ward, Christopher Lind, Laurie Ruettimann, and Johnny Campbell on LinkedIn.

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