Posted on 01/13/2026 2:15:33 AM PST by Olog-hai
Managers across industries are terminating Generation Z employees at a pace that is starting to reshape early career norms. Instead of the traditional multi‑year ramp, many Gen Z hires are being cut within months, as supervisors point to recurring behavior patterns and a widening gap between expectations on both sides. The trend is forcing companies, and young workers, to confront what is really driving these rapid exits and how much of the problem lies with individual conduct versus outdated systems.
At the center of the tension is a perception that Gen Z brings fresh energy but also a different relationship to authority, feedback, and work itself. Managers describe a cohort that is highly vocal about values and boundaries, while leaders still measure performance through reliability, initiative, and communication. The collision between those standards is where jobs are being lost fastest. […]
A detailed rundown of (why) reasons bosses are (firing Gen Z) highlights patterns like chronic lateness, ignoring dress codes, and what supervisors interpret as disrespectful tone in emails or chat. Another gallery of employer feedback notes that a perceived lack of motivation sits at the top of the list, followed closely by poor communication and difficulty accepting feedback. From the managerial vantage point, these are not abstract generational quirks but concrete behaviors that make it hard to trust someone with clients, deadlines, or confidential work. …
(Excerpt) Read more at thedailyoverview.com ...
The 1 common denominator in every relationship you have in your life is YOU... whether it be a romantic, personal or professional one.
If you find such relationships perpetually ending in a common fashion, you need to start looking at yourself.
Most of the above (Short Attention Span, Low Tolerance for Criticism, Unrealistic Job Expectations, Lack of Loyalty, Poor Communication Skills, High Sense of Entitlement, Avoidance of Conflict, Overemphasis on Work-Life Balance), believe it or not, is related to contraception and abortion in a prosperous, instant gratification society, as contributing to spoiled single kids (maybe one sibling at most), with no one close to learn how to share, communicate, tolerate differences, play with, lean patience/delay gratification, and not be the center of main attention.
Japan has started importing swarthies because they need people to run their modern systems.
All very true. It seems like all modern societies are dealing with declines in native populations due to low birth rates. Factors are tighter personal economics, more women working, and in my opinion, more focus on self over family as a result of more liberal social attitudes creeping in.
Japan’s culture still makes it much more difficult for totally crazy liberalism to take over as it has here or in Europe, but it’s becoming more of a factor. And as you said, the previous government had been resorting to third world immigration, on a more limited basis than here, to plug the gap, but they have predictably been plagued by all of the same third world behaviors that we know so well. That has created a rapidly growing backlash that the present government is thankfully responding to by beginning to limit or even roll back that type of immigration.
Third world illegals don’t belong in the U.S., but they really clash with Japanese culture.
And I should have made it clear that in Japan’s case, they’re not illegal, but still are causing typical third world mayhem.
But they get an A+ in self esteem, which actually means their very inflated Egos.
They are above rules and consequences.
I just got off the phone with someone at a young start up company I am dealing with.
It’s almost impossible to get a person on the phone, leave a message and they may or may not call you back.
Appointments mean nothing to them. They don’t turn up, no message, nothing.
It doesn’t matter what I have rearranged to accommodate them at the time THEY REQUESTED. There seems to be little to no internal communication as they are all on different pages and offer conflicting information.
I have 5 more weeks on the contract and I won’t be continuing.
It’s not the phone. It’s their misuse of it (aka unacceptable behavior in the work place).
You must be slightly older than I. I agree with the precept re education. To make it worse, my mother was an elementary school teacher. The manager you describe was an ass - in my later, industrial career, I spent some time in Japan. I agonized even then on the protocol for presenting business cards and gifts.
I want to point out that cultural ignorance does not necessarily indicate disrespect.
Late in my PhD program, our lab was gifted with a Japanese cardiologist as a two-year fellow. As his time wound down, we (students and departmental staff) took him and his wife to one of the nicest restaurants in Minneapolis. You can envision the setting. Tallest downtown building, rotating floor.
After the second course, Mitsuhiro picked up his soup bowl and slurped, loudly! The venue went silent. He turned to me and asked, “Steve san, did I do something wrong?’
He is since retired as chief of medicine at a major Japanese university hospital and I’m proud that his second-born is one of my god-children.
A good way to lose respect was to be a wimp & call an employee meeting & lecture the entire group about showing up at work on time when only one employee was showing up late.
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I am dealing with the right now. My managers talk about getting our monthly quota of ten audits done and not just doing the minimum. The problem is that half of us average around 20 a month and the other half do the minimum, sometimes not even, and one person does about 12. Then they talk about the need to get through our lists of audits to do so we can move on to the list of unaudited places because their assigned employees left. The productive half of us have worked that list past halfway done.
It is really demotivating to have to listen to this all the time. They are on my case for my “attitude.” I am raging mad all the time.
I had to give up yesterday and today that I had scheduled off eons ago so I could get to work on another list they just handed us last week.
Either take the low performers aside and subject them to meetings to talk about where they stand in getting the work done and why they aren’t getting it done or name names in the meetings you hold with everyone.
Managers acting as yours are doing is a great way to kill morale & as you said, it’s demotivating & anger inducing. It’s rare that they’ll change - my sympathies.
Thank you.
We are union, so it is almost impossible to fire anyone.
We got rid of the last guy by giving him a territory that made it necessary to drive farther distances than anyone else. He took another job elsewhere.
They are going to be reorganizing the territories again in light of new hires. The new woman is probably going to be in the productive half. The new guy is just too new for me to tell. I have this suspicion, though, that he will be leaving us soon. I think he had an interview somewhere else yesterday.
I think he got scared off by the productive people complaining that they could not take time off at the holidays because of all the work they had to get done. I think the new woman showed him the report she figured out how to run showing the numbers of completed audits for each person, so he figured out that the ones complaining weren’t the lazy ones.
Of course, the nonproductive people took time off—the ones that still had time off to take and hadn’t burned it all throughout the year.
I have 20 vacation days and 3 personal days carried over from last year.
I’ll probably end up being the one to get fired after today’s stunt. I sent a spreadsheet to our manager and supervisors listing the audits that were behind and which people did which, pointing out that all the easy ones were taken by a certain two people in an effort to pump up their numbers whereas I took the majority of the hardest ones.
I complain a lot. I admit it.
I am glad to hear that from you. My best.
Yep, some times you just can’t. Best wishes.
I perceive somehow that it worked out extremely well for you.
Best wishes.
“Allowing women into the workforce, essentially doubled the supply of Labor. Economics 101, an increase in supply puts downward pressure on wages, to the point that to get by both spouses had to work.”
Women were always allowed, they simply chose not to.
One key ingredient to add to your comment is that by doubling the workforce without doubling the incomes of a company left everyone to make half as much. Salaries have been stagnate to the point that an engineer in 1972 made today’s equivalent of $275K, but engineers usually make half that now.
“Where were the parents?”
They were applauding that their idiot kid got into college, and applauded even further when their idiot kid graduated with higher grades than even they knew they deserved. They were simply happy their idiot kid had a college degree. Of course, later, they were dismayed their idiot kid only got worse and their job prospects sucked.
“Danger: Turning on Gen Z.”
Nah. Skip them. The latest batch of 18-21 year olds are doing much better. Let Gen-Z and the millennials starve.
I know someone in that same situation. Young startup failing and refuses to take sage advice.
I know a number of parents who are experiencing just that.
What a waste.
Like the Early Boomers (the Worst Generation) and the Late Boomers (my generation, much more conservative) there is a huge difference, but we lump them together as a class.
If I am wrong about the demographic labels for Gen Z, my apology.
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