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Younger generations, often labeled as 'Gen Z,' are frequently characterized as lazy, irresponsible, and demanding high salaries while showing little inclination to adhere to established work practices. But how much truth lies in these perceptions, and what is their actual impact on employers and the labor market?

Employer Concerns

Employers frequently voice frustrations about young hires failing to show up for interviews, leaving on their first day without explanation, refusing overtime, and quitting easily when faced with minor inconvenconveniences. Older generations, in particular, express annoyance at Gen Z's inability to tolerate negative work environments, unpaid extra hours, or simply being present in the office without actively working.

Gen Z's Perspective

However, many young professionals offer a different viewpoint. They are unwilling to sacrifice their mental health, endure toxic workplaces, or accept exploitation as a rite of passage. For them, respect, clear expectations, timely salary payments, personal boundaries, and work that contributes to personal growth are paramount.

Young Professionals Speak Out

Young professionals share instances where they were compelled to leave jobs on the first day or even after half a day. One individual cited the toxic and two-faced environment in a female-dominated team as the reason for not continuing. Another young professional couldn't comprehend a manager's demand to stay in the office until the official end of the workday, even after completing tasks early.

Furthermore, Gen Z is resistant to attempts to exploit them through unpaid internships or by using students to avoid tax obligations, viewing these as exploitative practices disguised as 'opportunities for youth.' These young professionals openly discuss their negative experiences and reasons for leaving, framing it as a fight for mental well-being and basic respect.

Expert Insights

Daria Timoshina, an HR consulting specialist, points out that a key conflict in Kazakhstan lies in the younger generation's newfound power to choose in the labor market. Unlike previous generations, Gen Z evaluates employers, viewing work not just as a means of survival but as an integral part of a fulfilling life.

Cultural expert Samir Serkebayev notes that Gen Z grew up in a more secure, open, and consumer-rich environment than their parents. Consequently, for them, work is a pursuit of freedom. They don't see work as the sole path to existence; instead, they value how their existence is enriched by it.

Psychologist Yulia Belyanina emphasizes that for Gen Z, mental health takes precedence over career advancement. They are determined not to repeat their parents' mantra of 'endure it, and things will get better.' However, she cautions that young people sometimes confuse protecting personal boundaries with avoiding workplace discomfort. Work, she reminds, is not solely about inspiration but also a process demanding discipline and responsibility.

Adapting to the New Generation

According to Gumar Karimov, a production manager, working with Gen Z requires a distinct approach. They are motivated by concrete situations rather than company patriotism. Young employees constantly assess a manager's competence, expecting them to prove their worth through actions, not just age or title. For them, a manager is a coach who facilitates development.

For Gen Z, fixed working hours and timely salary payments are not 'perks' but essential norms. Karimov suggests that this shift is not solely the fault of the youth but also stems from employers' reluctance to adapt. When communication is established correctly, Gen Z can become exceptionally strong employees.

This is reported by the Infohub.kz information agency.