As Gen Z is coming into the workforce, they face all kinds of challenges that result in turnover or loss of jobs for them. According to recent studies, almost 60% of employers have laid off Gen Z from their employment in the last year. This figure leads to a test of his work ethic and adaptability. However, closer analysis reveals that the situation is much more complex than that. It is about changes in expectations, values ​​and workplace environment.

We speak to senior psychologist Dr Arvind Otta mental health activist, which provides in-depth information about the possible reasons behind this trend.

Flexibility expectations: The one thing Gen Z demands from an employer is complete flexibility in their workplace. “They want the possibility to work from anywhere and the leisure they need to have a good work-life balance. Unfortunately, despite these expectations, many organizations still remain traditional in practices, and this frustrates Gen Z employees who dislike rigid structures. “Such mismatches will force employees to leave jobs that don’t meet their expectations,” says Dr. Otta.

prioritizing mental health: According to Dr. Otta, mental health is highly valued by Gen Z, who will prioritize emotional well-being over job security. Research proves that this generation is considered more anxious and depressed than other generations. He added, “As a result, they all leave jobs when faced with toxic work environments, which typically results in poor mental health support or a worse workplace environment.”

opposition to traditional hierarchy: Gen Z despises traditional workplace hierarchies and stifling professional customs. Furthermore, Dr. Otta explains, they would like systems that are closer to egalitarianism, which demand equality for all with opportunities for innovation and collaboration. “It comes with confrontation with other generations who see things differently with regard to professionalism and the workplace. The result is that Gen Z employees will either have to face the consequences of the potential loss of their jobs or continue down the road with already established practices,” he says.

desire for a dynamic work environment: The Gen Z population wants to work with mobility in a work environment where their intelligence and creativity are challenged. “Most Gen Z feel deprived of roles that offer no growth or innovation. On the other hand, stimulating tasks linked to their aspirations for personal growth keep them engaged in their jobs. Otherwise, they look for opportunities that pique their interest,” he tells us.

barriers to communication: Many employees of this generation find that they are lacking in face-to-face communication with the advent of technology in their lives from a very early age. “Such reliance on technology can also impact one’s work environment, affecting interpersonal interactions and misunderstandings. Many employers cite poor communication as a major reason for firing Gen Z workers, says Dr. Otta, because most jobs today require an element of teamwork.

Economic uncertainties and job security issues: The entire economic sector has completely changed over the past few years, says Dr. Otta, creating an unusual environment of instability within which there is little hope for job security. “Therefore, many Gen Z employees would prefer not to invest everything in any corporate job that does not provide them security or growth,” he explains. In such cases it is seen as apathy or lack of motivation, making their employment problems worse.

inconsistency of principles: This generation shares values ​​like inclusion, governance and social responsibility. However, according to Dr. Otta, there can be dissatisfaction among Gen Z if their values ​​are not in line with the direction of the organization. If not, their inclination may be to always be ready to go. On the one hand, this creates a wide discrepancy between employee expectations and Organisational culture,

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