Thank You, Next…We’ll Wait for the Next Generation Instead

Megan Gerhardt • October 31, 2024

I have bad news.

Based on all the clickbait headlines clogging up my newsfeed lately, the narrative we are now supposed to believe is that employers “don’t want to hire Gen Z”.  (Hint: This is not the bad news)

If you don’t want to hire Gen Z (that’s an entire generation made up of 69.3 million people in the United States alone) then I’m not sure what the talent strategy is here. Skip over 15 years of workforce? Is the plan to wait for the next generation because you don’t like this one?

Here comes the bad news: you won’t like the next generation either.

They, just like Gen Z, will bring an entirely different set of generational norms yet to be formed in response to the world they are trying to navigate. The challenges will be different, but they will still be ones rooted in misaligning norms and different preferences for approaching work.

Gen Z is upsetting the workplace because they are bringing their new norms and ways of thinking into the workplace, vocalizing needs older generations are either uncomfortable with or begrudge them asking for, usually because we wish we had been able to ask for the same things. They are also creating new challenges: Gen Z has all kinds of new things to learn and work on and develop to become fully polished professionals, just as we all did (and likely still do).

How do I know this problem isn’t going to be solved by waiting for the next generation to come along?



Exhibit A:

We also disliked the Millennials when they arrived in the workplace for the same reasons: new norms. Too bold. Asking for things we didn’t ask for that we didn’t think they should have because we didn’t get to have them.

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Exhibit B:

Gen X was met with the same scorn, those slackers who had the audacity to ask for work/life balance. Those rascals!

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Headline Gen X was as entitled and unmanageable as millennials are, based on commentary of the 90's


And if we want to go back further, I present Exhibit C, a reminder that the Baby Boomers were not always crowd favorites either:

Here’s a quote from The Guardian, speaking about the year 1966, when the oldest Boomers were just 24 years old, a bit younger than our oldest Gen Zs right now:

“It was a year when audacious ideas and experiments were at a premium in the mass market and in youth culture, with a corresponding reaction from those for whom the rate of change was too quick. The more the young pushed forward, the more the adults pushed back.”

How about another?

“Never have the young been so assertive or so articulate, so well educated or so worldly. Predictably, they are a highly independent breed, and—to adult eyes—their independence has made them highly unpredictable. This is not just a new generation, but a new kind of generation.”

The latest on Gen Z? Nope, it’s a quote from TIME Magazine’s 1966 Man of the Year issue. The “Man” of the Year they were talking about? The Baby Boomer. That exact quote could be said when any new generation moves into the workplace. Highly unpredictable.

That’s what I love about different generations. We don’t need more of us (whoever we are). We have millions of people across generations in the workplace. Let’s add the latest wave of new thinking, different perspectives, and unpredictable norms. That’s how we determine whether our tried and true practices and processes are still relevant and important, or whether the time has come to revisit and update them to better serve all of us (not just those pesky members of the newest generation).

That’s not to say we need to replace all of our past generational norms because Gen Z has different ones. It’s about reframing the judgment we bring to age and generational difference, and getting comfortable with being willing to teach as well as learn from people who are significantly younger and older than we are. That’s Gentelligence.


But Employers Don’t Want to Hire Gen Z, the headlines tell me so…


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This is just silly. Gen Z currently composes 18% of the US workforce. They range from 12 years old to 27 years old.  How exactly will you fill your talent pipeline for the next decade? I’m all for hiring employees of all generations and life stages. Retain and recruit those Baby Boomers, engage us Gen Xers, and support those Millennials! But we don’t get to skip over an entire generation of people because they need different kinds of development than we did. 


How about changing the way we are framing generational differences instead, viewing the chance to both teach and learn from those younger and older as a strategic talent opportunity, rather than this ridiculous shaming and negativity? That seems more promising than skipping over an entire generation in our workforce because we don’t yet understand them.


I’ll leave you with a few words spoken by those wiser than me, just to remind us this isn’t a new problem, and it’s not going to be solved with the same resistance we have been using so far. It’s time for Gentelligence®.




“The children now love luxury; they have bad manners, contempt for authority; they show disrespect for elders and love chatter in place of exercise. Children are now tyrants, not the servants of their households.”


-Attributed by Plato to Socrates



Each generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it.


-George Orwell,



The young do not know enough to be prudent, and therefore they attempt the impossible – and achieve it, generation after generation.


-Pearl S. Buck


By Megan Gerhardt February 13, 2026
It has been said that everything old becomes new again on a long enough timeline. There's a fascinating generational trend I've been seeing among younger Gen Zs and the oldest of Gen A (Note: I am not calling that generation Gen Alpha, because that name is nonsensical and outdated already, and that generation is barely in their teens. More on that soon)--a craving for low-tech, no-tech, screen-free experiences. Gentelligence focuses primarily on generational dynamics in the workplace, and I do predict this will have implications for where and how these generations want to work. Despite the chaos surrounding back-to-office policies and experiments, our youngest members of the workplace (and our soon-to-be newest employees) are showing signs that they value time away from screens. I first noticed this last year among my own students, who were overwhelmingly setting change goals in my change management class focused on reducing screen time. Versions included "cleaning up my sleep routine" (putting the phone away at least 30 minutes before bed, eliminating blue light before bed, reading physical books), "reduce my weekly screentime", "stop doomscrolling", and "impose limits on TikTok and Instagram time". It was a sign that it was no longer just their parents or older generations who wanted them off their phones; they wanted themselves off their phones, too. For a wave of young people raised in an era of tech overload, it seems we have reached the point of maximum saturation, and they are pushing back. As one of my students astutely mentioned to me last year, "There are no boundaries now...our generation is just trying to figure out how to put some of them back." I've doubled down on the need for this in my teaching, having conversations with students about how to ethically use AI as a thought-partner while balancing protected time for our most scarce resource these days: deep thinking and connection. It was this need, coupled with the overwhelming research showing the improved retention and learning that occurs when students handwrite their notes and put away their laptops in class, that led me to declare our classroom a laptop and phone-free zone. We still use slides to guide conversations, but there are no longer 30 laptop screens popped up in front of them, distracting even those who are trying hard to focus. Surprisingly, I've had very little pushback. I was concerned they would feel like I was forcing them backwards, but collectively we seem to be exhaling. The discussions have never been better. As our younger Gen Zs reach young adulthood and our oldest Gen As become teenagers, they are emerging from a kind of social experiment they entered unwittingly — a life that has never known a world without constant screens. They are realizing how different they feel when they unplug. Gen Z and Gen A even have a term for this: touching grass. That's right, when the default is constant tech immersion, they had to come up with a phrase to represent the intentional effort it takes to step away. Whenever possible, I try to engage in some real-time generational anthropology, just to explore my hunches and (when possible) debunk stereotypes. Gentelligence is all about being curious rather than judgmental, and I am most definitely curious about these early signs that our younger generations are seeking a better balance between their tech and non-tech worlds. Last month, I was in Chicago for a keynote and found myself in a trendy food hall over lunch. There were little shops surrounding the food hall, including one of my all-time weaknesses, a stationery store . Pens! Journals! Paper! Notebooks! (I, too, love the analog. After indulging myself in a number of vital paper goods, I was tucking into a sandwich in the food hall and saw a (literally) noteworthy sight: a table of early 20-somethings, gathering on their lunch hour and...writing in their journals. Multi-colored pens, stamps, and conversation were plentiful. There was not a phone in sight. That in and of itself was remarkable. It turns out that stationary stores are experiencing a resurgence . Knitting, crocheting, embroidery, and sourdough baking are also all having a moment. Physical books ( and bookstores! ) are making a comeback. A few weeks later, I was at another event, this time a very trendy commercial interior design conference, where we were discussing ways to design spaces that promote intergenerational interactions (yes, it was as cool as you might be thinking). I saw a young designer at the cocktail hour and walked over to introduce myself. I asked if I could pick her brain on something, as I figured it was part of her JOB to be up on the latest trends. I asked her whether she was feeling a personal pull to use less tech, or if this was something she had seen among her peers. That's when she told me about Analog Bags . (I won't go down that rabbit hole here, but feel free to explore the link and know that I am absolutely creating my own Analog Bag as we speak). At that same design conference, a book was recommended to me: Megatrends by John Naisbett. The gentleman who suggested it said it changed his life. He thought I would find it interesting, given my interest in generational trends, behavioral cycles, and, of course, my classes in change management. I ordered it as soon as I got back to my hotel room (fun fact: it was published in 1982, so you'll have to find a vintage copy!). I've been devouring it, and among the many eye-opening insights was the observation that " the more 'High Tech' we become, the more we need 'High Touch.” Now, Naisbett was referring to the high-tech era of the early 1980s, when personal computers were entering the scene, but the relevance of the comment almost 45 years later, in the age of AI, was not lost on me. Those who have lived their entire lives as products of high-tech are now blazing the trail to meet their need for high touch. Let this be my formal declaration (for whatever it's worth) that I predict our youngest generations will lead us back to a balance between tech and high-touch: they are the proverbial canaries in the coal mine, and their message is clear. They are living, breathing embodiments of a life flooded with endless tech, fake news, constant connectivity, dopamine hits, and input dictated by algorithms, and it appears they may have had enough.
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