And honestly? It’s about time.
Let’s get one thing straight: Gen Z didn’t break the corporate ladder. That thing was already splintering under the weight of outdated expectations, rigid hierarchies, and soul-sucking bureaucracy. Gen Z just had the audacity to ask, Why are we even climbing this thing?
And honestly? It’s about time.
Let’s get one thing straight: Gen Z didn’t break the corporate ladder. That thing was already splintering under the weight of outdated expectations, rigid hierarchies, and soul-sucking bureaucracy. Gen Z just had the audacity to ask, Why are we even climbing this thing?
According to Brit Morse’s Fortune article, 45% of Gen Z workers aspire to leadership roles. But here’s the kicker—they don’t want to lead the same way their predecessors did. For them, leadership isn’t about being at the top of the org chart. It’s about collaboration, inclusivity, and authenticity. And if that sounds like corporate kumbaya to you, let me remind you: these are the same people who turned TikTok into a $75 billion industry. They know how to build movements.
For decades, workplaces have operated under one sacred rule: Climb higher, earn more, and retire in Florida. But Gen Z isn’t buying it. They want purpose, flexibility, and workplaces that align with their values. A Deloitte study shows that 77% of Gen Z workers prioritize working for organizations whose values align with their own.
This is a generation that grew up seeing the consequences of unchecked capitalism—economic crashes, corporate scandals, and let’s not forget the climate apocalypse. They’re not here to play by the same rules that created those messes. Instead, they’re demanding change. And honestly, good for them.
Here’s where it gets tricky: not everyone gets it. One Fortune survey found that one in eight hiring managers plans to stop hiring recent college grads in 2025 altogether. The complaints? Lack of work ethic, entitlement, and poor communication skills. It’s easy to point fingers, but let’s zoom out.
Is Gen Z truly underperforming, or are companies failing to meet them halfway? Look at how many organizations are still clinging to rigid systems, disconnected tools, and outdated ideas about what “professionalism” looks like. If you’re still measuring success by the number of hours someone spends in a cubicle, then yeah, Gen Z isn’t going to fit in. But maybe that’s your problem, not theirs.
Here’s the wild part: Gen Z brings incredible value to the table. They’re digital natives who’ve never known a world without the internet. They’re collaborative, creative, and unafraid to challenge the status quo. That’s the kind of energy companies need if they want to stay relevant in a world where industries are being disrupted every six months.
So how do you unlock their potential? Behavioral science holds some answers. Tools that go beyond resumes and focus on values, motivations, and interpersonal alignment can help bridge the gap between what Gen Z needs and what companies offer.
At Hatchproof, we’ve seen how aligning talent with the right leaders creates high-performing, engaged teams. It’s not rocket science—it’s human science. And it works.
The future of work isn’t about climbing ladders—it’s about building better systems. Systems that prioritize alignment over compliance, innovation over tradition, and purpose over profits. If you’re still stuck trying to force Gen Z into your old mold, here’s your wake-up call: the mold is broken.
The question isn’t whether Gen Z will succeed in your organization. It’s whether your organization will evolve fast enough to keep up with them.
Your move.
And honestly? It’s about time.
Let’s get one thing straight: Gen Z didn’t break the corporate ladder. That thing was already splintering under the weight of outdated expectations, rigid hierarchies, and soul-sucking bureaucracy. Gen Z just had the audacity to ask, Why are we even climbing this thing?
And honestly? It’s about time.
Let’s get one thing straight: Gen Z didn’t break the corporate ladder. That thing was already splintering under the weight of outdated expectations, rigid hierarchies, and soul-sucking bureaucracy. Gen Z just had the audacity to ask, Why are we even climbing this thing?
According to Brit Morse’s Fortune article, 45% of Gen Z workers aspire to leadership roles. But here’s the kicker—they don’t want to lead the same way their predecessors did. For them, leadership isn’t about being at the top of the org chart. It’s about collaboration, inclusivity, and authenticity. And if that sounds like corporate kumbaya to you, let me remind you: these are the same people who turned TikTok into a $75 billion industry. They know how to build movements.
For decades, workplaces have operated under one sacred rule: Climb higher, earn more, and retire in Florida. But Gen Z isn’t buying it. They want purpose, flexibility, and workplaces that align with their values. A Deloitte study shows that 77% of Gen Z workers prioritize working for organizations whose values align with their own.
This is a generation that grew up seeing the consequences of unchecked capitalism—economic crashes, corporate scandals, and let’s not forget the climate apocalypse. They’re not here to play by the same rules that created those messes. Instead, they’re demanding change. And honestly, good for them.
Here’s where it gets tricky: not everyone gets it. One Fortune survey found that one in eight hiring managers plans to stop hiring recent college grads in 2025 altogether. The complaints? Lack of work ethic, entitlement, and poor communication skills. It’s easy to point fingers, but let’s zoom out.
Is Gen Z truly underperforming, or are companies failing to meet them halfway? Look at how many organizations are still clinging to rigid systems, disconnected tools, and outdated ideas about what “professionalism” looks like. If you’re still measuring success by the number of hours someone spends in a cubicle, then yeah, Gen Z isn’t going to fit in. But maybe that’s your problem, not theirs.
Here’s the wild part: Gen Z brings incredible value to the table. They’re digital natives who’ve never known a world without the internet. They’re collaborative, creative, and unafraid to challenge the status quo. That’s the kind of energy companies need if they want to stay relevant in a world where industries are being disrupted every six months.
So how do you unlock their potential? Behavioral science holds some answers. Tools that go beyond resumes and focus on values, motivations, and interpersonal alignment can help bridge the gap between what Gen Z needs and what companies offer.
At Hatchproof, we’ve seen how aligning talent with the right leaders creates high-performing, engaged teams. It’s not rocket science—it’s human science. And it works.
The future of work isn’t about climbing ladders—it’s about building better systems. Systems that prioritize alignment over compliance, innovation over tradition, and purpose over profits. If you’re still stuck trying to force Gen Z into your old mold, here’s your wake-up call: the mold is broken.
The question isn’t whether Gen Z will succeed in your organization. It’s whether your organization will evolve fast enough to keep up with them.
Your move.