I’m going to say the quiet part out loud: there’s a disconnect between employers and Gen Z in the Workplace, and it’s not just about work ethic. It’s about childhood. And parenting. And yes, therapy. (Don’t worry—this won’t turn into a group session.)
As both a psychologist and someone who hires people, I’m seeing a very real, very uncomfortable pattern. I bring someone on who looks great on paper. They’re fresh out of school, full of ideas, and seem like they’re ready to take on the world. But the moment I have to correct them—just normal “you’re new here, let me help you get it right” stuff—things go off the rails.
We see things like employees crying upon every mistake; quitting after a performance review was good but didn’t result in promotion. Getting asked for a raise after 30 days- not uncommon anymore.
My personal favorite: the young man who is new to the job, confused why a person who’s worked at the company for 20 years had more PTO than him. (Hint: it’s in the years.)
But this isn’t just about “kids these days.” This is about something deeper that most employers aren’t seeing.
Welcome to the Age of Parental Fear
Here’s what I see in my therapy office: a lot of Gen X and Boomer – and now even millennial parents – are scared to parent. Not because they don’t love their kids—but because they’re terrified of being cut off. Ghosted. Blocked. Served with a big ol’ helping of “No Contact.” It’s not only growing in popularity (30% of adult kids under 40 are no-contact with parents), it’s had it’s moments of trending.
I’ve worked with parents who tiptoe around basic rules, afraid to say the wrong thing. Parents who are too scared to hold boundaries because they fear their adult child might stop speaking to them forever. And sadly, many already have.
Now don’t get me wrong—some people should cut off contact with abusive or dangerous family members. But that’s not what we’re always seeing. Sometimes, kids go no-contact over things like:
- Calling too often.
- Disagreeing (respectfully!) on a topic.
- Asking about job applications.
- Holding them accountable.
And I’m not exaggerating. I’ve seen 20-somethings cut off a parent who missed a soccer game ten years ago because they were at work. A parent who said, “Maybe you could try waking up earlier.” Boom. Blocked.
Then They Get a Job…
…and now I’m their boss. But I didn’t raise them. I wasn’t the one afraid to say “no.” And yet here I am, trying to train someone who views feedback as a personal attack.
So what do I get?
- Defensiveness.
- Tears.
- Entitlement.
- Resentment.
- A request for stock options… for cleaning the stock room.
And here’s the kicker: it’s not entirely their fault. We told them they were special, we avoided correction to keep connection, and praised everything from tying their shoes to breathing deeply during tantrums. They weren’t taught to hear, “You’re not quite there yet,” and respond with, “Okay, what can I do better?”
Instead, they were taught: If it feels bad, it must be bad.
So Now What? Reparenting Gen Z in the Workplace
As much as I want to say “not my problem,” I also want these young adults to succeed and I want business to succeed. And truthfully, I want fewer awkward exits and dramatic text messages.
That’s why I believe that, in some cases, leaders have to reparent—in the best sense of the word. No, we’re not packing lunches or planning birthday parties, but we are teaching emotional regulation, grit, and basic adulting skills.
So how do you reparent a young employee without losing your mind?
Three Real Tips for Leading the Overwhelmed and Overcorrected
1. Correct Calmly and Early
Don’t save up all the feedback for one yearly crushing “review sandwich.” Gently correct in the moment. Be calm, be clear, and be kind. Think: “Let’s fix this together,” not “You failed the vibe check.” It builds trust—and trust helps them stay.
2. Explain the Why
This generation doesn’t just want to know what to do. They want to know why. Not because they’re challenging you (okay, sometimes they are), but because they’ve been taught to think critically and seek meaning. Give context when you can. It helps.
Example: “We don’t give raises at 30 days because you’re still learning the role and it’s not yet clear what impact you’ll have. But let’s talk about what progress looks like over the next 12 months.”
3. Reward Grit, Not Just Genius
When they push through discomfort Gen Z in the Workplace, notice it. Acknowledge effort—not just results. You might say, “I saw how you stuck with that tough client call. That matters more than getting it perfect.” You’re helping them build stamina for real life—not just their résumé.
4. Offer outside help.
Simply offering counseling can help; by offering, I mean, consider paying for it, too. You may offer health insurance but copays are expensive and add up when you are attending weekly. As a psychologist, I’d tell you that no provider is excited to accept your crappy EAP and the stellar ones in private practice with waitlists downright refuse (that’s separate issue for another day), so simply cover thier copay or consider staffing an in-house counselor that would cost your employees, zero.**
Final Thoughts
No, this isn’t every Gen Z in the Workplace. Some are total rock stars from day one. But enough of them are struggling that it’s worth examining the root.
What we’re seeing in the workplace isn’t just about lazy kids or bad parenting—it’s about fear, emotional fragility, and a culture that told people correction = cruelty. It’s about kids raised without the guardrails we all needed (and sometimes resented).
And now they’re walking into your business… hoping for mentorship, money, and meaning. If you’re lucky, they’ll stay long enough to learn how to receive all three.
** Want more information on that last idea? Contact me! For nearly a decade, I’ve matched companies with a collaboratively managed therapist to provide this exact service, without asking your employees to using your crappy company EAP.
EAPs regularly offer providers less than a livable wage per hour. I’ve seen EAPs for mental health counseling come in at $15 PER HOUR. No, providers do not want to accept below state minimum wage for services that require a master’s degree or higher to perform. You can do better for employees AND spend less than the cost of an EAP service/plan.
