Oh Gen Z, what a beautiful title for such an eclectic collection of individuals. The last letter of the alphabet and the least common in our common English vocabulary. Coincidence? Never. Just like the English language the current state of our workforce is volatile and chaotic and just like the letter Z in Scrabble many industry leaders have struggled utilizing this incredible generation of talent. The question is why? I’d like to debunk this myth by sharing my experience building an international design agency with majority Gen Z employees.

Gen Z, also known as Digital Natives, Artivist (my favorite), and Zoomers (my least favorite), entered the workforce during the pandemic age. Let’s take a moment and just feel that statement. I could not imagine starting my first job during a time when everyone was scared of each other, fighting for their lives, and taking meetings from the bedroom nightstand because their roommate called dibs on the couch. Let’s be honest, none of us would have survived our first job, if we got one at all. Sadly along with all of these, Gen Z is often labeled unprepared for work (whatever that means), entitled, poor work ethic, chronically ADD, difficult to work with, and disloyal. Is it me or does the business world say this about every new generation entering the workforce?

I am pretty sure I heard the same thing about Millenials when I entered the workforce following the housing crisis of 2008.

Shame. Shame. Shame. We have and always have had a responsibility to empower the following generations so that they can be better and better off than we were. However, it seems that the common narrative is to make them adapt to us rather than the other way around. To label a whole generation anything is more ridiculous than labeling a nationality anything. Yet another attempt to allow our small, sterile, and unimaginative minds to make sense of something that is beyond our control.

Ok, enough of my disdain for the traditional marketplace, here are three things you might be but Gen Z is definitely not.

Gen Z isn’t Disloyal, your vision is basic.‍

Gen Z is often labeled as “job hoppers,” but that’s because they’re not like older generations and have more job options than ever, whether working from their parents' basement or living in their cars. Let’s get real.

This perception of disloyalty stems from their high expectations for purpose-driven work and alignment with company values. Gen Z can spot BS from a mile away—they know if you’re building your business for yourself or to make the world better. Company values and vision matter now more than ever; Gen Z won’t compromise their principles for a paycheck. According to a Deloitte study, over 70% of Gen Z would quit if their work lacked meaning or didn’t align with their values. So, if your Gen Z employees are leaving, it’s either because you deceived them or your values shifted.

With a basic vision, why would the most technically capable generation work for you when they can go anywhere else?

To illustrate, I hired a Gen Z designer in late 2021 after sorting through over 500 applications. Shortly after, she told me, “John, I’m never leaving. a small studio is the place I always dreamed of creating. I thought I’d have to build it myself!” And guess what? She’s still here, often repeating that sentiment. Why? Who knows—maybe she’ll write an article about it (wink wink). I’m just glad to share a story about a 24-year-old who felt this way.

Gen Z isn’t lazy or entitled, your leadership is.

2020 forced us to realize how unsustainable and unhealthy our work lives were. Cue the Great Resignation, when people finally said, "Nope, my health matters more than your endless grind." Now Gen Z gets ridiculed for learning that lesson—how dare they prioritize mental health over 12-hour workdays and chasing pointless promotions? Shame on them for not wanting to spend hours commuting just to sit next to Bob, the guy who clips his nails at his desk, or for expecting employers to care about their well-being in a world where mental illness and suicide rates are skyrocketing.

It’s not laziness; it’s a shift toward healthier, smarter work practices.

For too long, business leaders have equated success with profit margins alone. Gen Z is pushing for a new definition of leadership, and if you don’t adapt, you’ll miss out on the best talent of a whole generation.

Take my experience at a small studio: I realized middle management was unnecessary, a roadblock. So, I let my employees work directly with clients. The result? A 23-year-old led our most successful branding project—completed faster, better, and with less management than ever before. Why? Because I trusted him. Then, another younger employee, inspired by the work, created one of our first animated case studies. She did it because she was empowered, not micromanaged.

So, if you think Gen Z is lazy or entitled, ask yourself: Are you a lazy or entitled leader?

Gen Z isn’t chronically ADD, your meetings are unnecessary.

I get it—every time I see a group of youths (yep, that’s what I call them) recording a TikTok in a parking lot, I can’t help but wonder why that’s their focus. But let’s be real: Gen Z has an attention span of 8 seconds compared to millennials’ 12. That’s a third of their focus gone. Business leaders, take note: PowerPoint isn’t your friend here. Just don’t.

Now, a shorter attention span doesn’t mean Gen Z can’t focus. It means they process info faster and tune out what they deem unnecessary. If your Gen Z employees aren’t paying attention to your presentation, it’s because they’ve either already figured it out or don’t find it relevant.

Are you still presenting like it’s 2004? It’s time to change your approach.

The necessity of meetings today is up for debate. But trust me, Gen Z would rather be doing something else. That’s why we keep meetings minimal at a small studio. Unless your meeting sparks creativity, cultivates collaboration, or strengthens relationships, it’s probably not worth the time. Do everyone a favor—send an email or, better yet, a Slack message.

At a small studio, we kick off Mondays with a 45-60 minute “Vibe Check.” It’s exactly what it sounds like—an opportunity to catch up, set the tone for the week, and share the energy we want to bring into our projects. The first 10 minutes? Squirrel time—talk about life, news, whatever. Then, we listen to a song that sets the vibe for the week and discuss it. The insights are always thought-provoking (because why not? We’re a creative agency). We close by reviewing client work and internal projects, giving everyone a chance to share concerns and stay aligned.

It’s not just about productivity—it’s about engagement.

Throughout the week, we hold a 60-minute gathering called Office Hours. It’s optional, but no one ever misses it. Instead of endless check-ins for each project, we’ve consolidated them into one space where anyone can get immediate feedback. It also allows the whole team to see the work, improving its quality through collective input. A perfect environment to nurture young talent.

These are just a few ways a small studio has not only embraced Gen Z but thrived along side of them. I’m sharing them to empower Gen Z creatives who might feel like they don’t belong or are not enough. There are places out there that value you, and leaders willing to create spaces where you can thrive. If you can’t find them, shoot me an email —I’ll help you. Regardless, don’t give up. We need you, Artivist.

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