As graduation season approaches, I’ve found myself reflecting more than ever on the evolving mindset of today’s young workforce. After 20 years in education, I’ve celebrated hundreds of graduates — brilliant, creative, and capable students — ready to take on the world. But something is shifting.
This past semester, I had students turn down full-time jobs not because they lacked skills, but because they “didn’t have time to work.” I’m not here to bash Gen Z — I teach them, I mentor them, I believe in them — but I am here to sound the alarm about a generational change in work habits that we can’t afford to ignore.
Generation Z, those born roughly between 1997 and 2012, are entering the workforce in increasing numbers. They bring with them a digital fluency that older generations envy and a fresh perspective on mental health, work-life balance, and creative expression. But they also bring new expectations — many of which conflict with traditional employment models.
According to a 2023 Morning Consult survey, a staggering 57% of Gen Z respondents said they want to be influencers. Let that sink in. More than half of the youngest working generation aspire to be content creators rather than traditional employees. While there’s nothing inherently wrong with pursuing digital entrepreneurship, the dream of becoming “TikTok famous” or making six figures from YouTube is not a realistic workforce strategy for the country as a whole.
This trend — combined with phenomena like “quiet quitting,” “lazy girl jobs,” and “bare minimum Mondays” — points to a deeper issue: a rejection of conventional work culture. Some of this is understandable. Gen Z came of age during a pandemic, witnessed the Great Recession through their parents’ eyes, and have grown up in a world where job security seems more like a myth than a guarantee. They’ve also been taught — sometimes wisely — that mental health and personal boundaries matter more than overwork and burnout.
But here’s the tough question no one wants to ask: Who’s going to build America’s future? We’re hearing a lot about bringing jobs back through tariffs and revitalizing domestic manufacturing. But factories require people willing to work hard, show up on time, and commit to structured routines. Based on current trends, that’s not where many young people are headed. And I have some serious concerns about tariffs being effective.
There’s a concerning disconnect between economic policy and generational workforce readiness. As a digital-media instructor, I see students every semester with the raw talent to thrive — yet many lack the basic work ethic and accountability skills that employers need. I’ve had students opt out of paid internships or freelance jobs because they didn’t feel “motivated” or because their “vibe wasn’t aligned.” This isn’t laziness — it’s a cultural shift. One that employers need to understand, but also one that educators and parents need to address early on.
But let’s also be clear: Parents share some of the responsibility here too. Overprotection, avoidance of consequences, and a lack of structure at home have created young adults who are sometimes ill-prepared for the demands of the workplace.
So where do we go from here?
First, we need to have honest conversations about what work means — and what it takes to succeed. Not everyone will be an influencer, and not every job will come with a ping-pong table and nap pods.
Second, educators must incorporate soft skills and professional habits into the classroom. Punctuality, communication, deadlines — these shouldn’t be optional.
Finally, employers must invest in mentorship. Not just training programs, but real human connection that shows Gen Z that showing up matters, that hard work still counts, and that building a career takes more than good Wi-Fi and a ring light. We have some great community colleges here in North Carolina that can do just that.
America needs workers. Not just dreamers or content creators, but builders, makers, and doers. Let’s help Gen Z become the generation that can carry that torch — not scroll past it.