The conversation around Gen Z in the workforce is heating up. From viral headlines like “26% of Gen Z Applicants Brought a Parent to a Job Interview” to managers worrying about workplace readiness, it’s easy to assume this generation is unprepared. But here’s the truth: the problem isn’t Gen Z—it’s us. Instead of blaming young professionals, forward-thinking leaders are realizing that we must evolve how we train, mentor, and prepare this generation for success. The future of work won’t be fixed by criticism—it will be built through leadership, accountability, and support.

Gen Z Workforce Challenges Aren’t New

Every generation entering the workforce faces skepticism. Boomers were “rebellious,” Millennials were “entitled,” and now Gen Z is seen as “unprepared.” Research shows that 70% of hiring managers worry about Gen Z’s interpersonal skills, while 65% of recent graduates admit they don’t feel ready for work. Add to that rising anxiety, burnout, and mental health challenges, and it’s clear this is bigger than just a talent issue—it’s a public health concern. However, just as past generations grew with the right guidance, Gen Z can thrive when leaders shift from blame to mentorship.

How Leaders Can Support Gen Z in the Workforce

The best leaders aren’t mocking Gen Z—they’re building them. Executives like Warner L. Thomas of Sutter Health emphasize the need for training, mentorship, and understanding. Rather than demanding old-school behaviors, leaders must meet Gen Z where they are: digitally connected, values-driven, and searching for meaning. Programs like Seity Health are already proving that focusing on core values, soft skills, and wellbeing helps young professionals not just succeed but excel. This approach strengthens workplace culture, boosts performance, and ensures long-term organizational growth.

Building the Workforce of Tomorrow Together

Gen Z now makes up 27% of the workforce, and their impact is only growing. If employers truly want to prepare for the future, the solution isn’t more headlines and hashtags—it’s intentional investment. That means creating mentorship opportunities, prioritizing mental health, and providing real-world training that blends technical and human skills. By taking responsibility and empowering Gen Z employees, leaders are shaping a future workforce that is resilient, capable, and purpose-driven. The challenge isn’t whether Gen Z is ready—the question is whether we, as leaders, are ready to help them thrive.