Leading Through the Fog: A Gen-Z Student’s Take on Work, Leadership, and Uncertainty

Written by Kat Nguyen

Source: The Future of Commerce (2021)

“Lazy. Unmotivated. Entitled.”

That’s how 189 HR professionals described Gen Z in a poll shared by Sierra Ritchey at the SHRM Talent Conference (Ritchey, 2025). But what does that say about young professionals—or about the system we’re stepping into?

Gen-Z at Work: Let’s Talk About Today’s Job Market

The current hiring landscape is far from straightforward. In fact, 40% of companies posted fake job listings in the past year. And these weren’t just for high-level roles:

• 63% targeted entry-level

• 68% mid-level

• 53% senior-level

• 45% executive-level roles (Source: ResumeBuilder.com, 2024)

So how are we supposed to break into the workforce when even the entry-level door isn’t real?

My Experience Isn’t “Traditional,” But It’s Real

I’ve held seven jobs in fast food and retail, four of them in leadership. Yet those experiences are routinely dismissed. I’ve led teams, dealt with high-stress situations, and built skills in conflict resolution and operations—but that’s not the kind of “experience” many employers recognize.

At 16, I was promoted to shift lead. I didn’t know what KPIs were back then, but I did know how to lead a team, calm upset customers, and manage a million moving parts.

Today, those same skills show up in my marketing internship:

• Communicating clearly

• Adapting quickly

• Thinking three steps ahead

I started college thinking I’d climb the management ladder. I chose business administration as my major. But after starting an internship in marketing this past January, I found my passion and began to pivot—taking on new projects and working toward academic honors along the way.

Still, Breaking In Has Been Brutal

Since January, I’ve applied to over 300 jobs on platforms like Indeed, ZipRecruiter, Handshake, and LinkedIn. The results?

• 15% rejection emails—no feedback

• 5 online interviews—2 of which ghosted me, even after confirming times

It’s discouraging when “entry-level” now means 3–5 years of experience, and even internships demand 1–2 years. You need experience to get experience. And without a connection, your application might never even be seen.

The Truth? We’re Not Lazy. We’re Tired of the Illusion.

We’re navigating a system that doesn’t work—and we’ve learned to value what matters:

• Job stability

• Financial security

• Skill development

• Work-life balance

• Fair, competitive pay (Source: Handshake, 2022)

You’ll hear Gen Z say, “Do what you’re paid for.” That’s not about slacking off—it’s about boundaries. We’ve seen too many workplaces ask one person to do five jobs.

Think about a restaurant: you need a cook, server, host, runner, manager. Sure, one person can learn every role—but they can’t do them all at once. That’s why we need teams. That’s why burnout is real.

We’re Not Just Asking for Better Leadership—We’re Redefining It

Here’s what’s often left out of the conversation: Gen Z isn’t waiting for leadership—we’re redefining it.

We don’t idolize titles or hierarchy. We respect impact, accountability, and emotional intelligence. We’ve watched the old models fail—top-down management, fear-based culture, endless “grind” with no reward.

In our own jobs—whether it’s managing a shift, leading a group project, or interning on a marketing team—we’re already showing up with leadership instincts:

• Self-awareness over self-importance

• Collaboration over control

• Clarity over chaos

We don’t want bosses. We want mentors, listeners, and people-centered leaders—the kind who create space for growth, set clear expectations, and treat trust like currency.

That’s not just a Gen Z wish list—it’s the blueprint for a more sustainable, equitable future of work. And we’re already building it.

We Want Leaders Who Lead With People in Mind

Gen Z is seeking leaders who bring:

• Transparency

• Authenticity

• Emotional intelligence (Source: Elmore, 2023)

We want clear expectations, growth opportunities, and an environment where trust actually means something.

We’ve seen both kinds of managers:

Scenario: A customer is upset because an item is out of stock.

Manager 1: Yells at the employee and over-apologizes to the customer, without asking questions.

Manager 2: Listens first, de-escalates calmly, and solves the problem together.

Which one earns respect? It’s always the one who leads with clarity and care—especially one that prioritizes employee well-being, not just customer satisfaction.

We’re Not Settling Anymore

The pandemic shifted everything. Work-life balance is non-negotiable now. We’re not here to prove our worth to companies that won’t meet us halfway, especially when we’re seen as easily replaceable.

Yes, we’re still figuring things out. But we’re also building a future that makes sense—for us, and for the people who come after us.

Where I’m At Right Now

I’m still searching for the right fit. I know I can adapt quickly, learn even faster, and work hard in the right environment. I don’t know where I’ll land just yet—but I know what I’m looking for. And I know the value I bring with me.

References

Handshake. (n.d.). 6 things Gen Z wants from their job. JoinHandshake. Retrieved May 27, 2025, from https://joinhandshake.com/blog/employers/6-things-gen-z-wants-from-their-job/

ResumeBuilder. (2023). 3 in 10 companies currently have fake job posting listed. https://www.resumebuilder.com/3-in-10-companies-currently-have-fake-job-posting-listed/

Ritchey, S. [@sierraritchey]. (2023). SHRM survey reveals 1 in 3 employers have job postings that don’t match actual hiring intentions [Post]. LinkedIn. https://www.linkedin.com/posts/sierraritchey_shrm-activity-7310682192618115075-kzDU/

Tim Elmore. (2022). What Generation Z wants in a leader. Tim Elmore. https://www.timelmore.com/articles/what-generation-z-wants-in-a-leader