A new survey of 1,026 U.S. employees finds that 46% of respondents report Gen Z’s communication style as the most difficult to navigate in meetings, and only 9% believe Gen Z has the strongest work ethic. Yet, younger generations (Gen Z and Millennials) remain ambitious, with most aspiring to leadership roles.
The data points to broader trends in how different generations approach careers, collaboration, and professional growth. The survey was commissioned by Zety, a resume templates service, as part of its annual Generational Leadership Report, which looks at how age differences are shaping workplace interactions and career decisions.
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Key Findings
- 46% of workers believe Baby Boomers have the strongest work ethic, followed by Gen X at 26%, Millennials at 19%, and Gen Z at 9%.
- Gen Z’s communication style is reported as the most difficult to navigate in meetings (46%).
- 49% of employees have no interest in becoming managers, with the top reason being a desire to avoid stress and people management responsibilities (59%).
- Despite stereotypes about low ambition, 36% of Millennials and 35% of Gen Z aspire to become managers.
- 66% of workers say younger generations are more likely to “job hop,” reinforcing persistent perceptions about retention and commitment.
Generations Ranked by Work Ethic
Workers hold distinct views of different generations, and these perceptions often influence workplace behavior. When asked which generation has the strongest work ethic, respondents said:
- Baby Boomers: 46%
- Gen X: 26%
- Millennials: 19%
- Gen Z: 9%
66% of workers also believe younger generations are more likely to “job hop” than older generations, highlighting the persistent stereotypes about age and career commitment.
Multigenerational Collaboration Brings Strength and Strains
Although employees recognize the benefits of collaborating across generations, differences in communication can cause friction:
- 71% say multigenerational collaboration is a source of strength in their workplace.
- 29% say it’s a source of conflict.
- Communication differences are the main hurdle, with Gen Z’s style reported as the most difficult to navigate (46%).
Leadership Ambitions Vary Across Generations
- Overall, 49% of workers have no interest in becoming a manager and prefer to remain an individual contributor.
- From their experience, 48% say younger generations are less interested in becoming managers.
- Top three factors discouraging employees from pursuing management include:
- Preference to avoid stress and managing people (59%)
- Concerns about work-life balance as a manager (15%)
- Lack of confidence or skills for management (10%)
Despite workplace perceptions, ambition remains strong among younger workers — 36% of Millennials and 35% of Gen Z say they aspire to be a manager or people leader.
“The perception that younger workers lack ambition is misleading. Many Gen Z and Millennials are motivated to take on leadership roles, even while navigating new communication norms and evolving workplace expectations,” said Jasmine Escalera, career expert for Zety. “Companies that invest in mentoring, skill development, and cross-generational collaboration can cultivate a strong leadership pipeline that benefits the entire organization.”
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Tags: baby boomers, gen z, generation x, generation z, millennials, Payroll
