There are different ways to define generations of people, but the most commonly accepted generation groups in most societies are:

1.       Baby Boomers (1946-1964): This generation is known for its size, as they were born in a period of post-war prosperity. They experienced the civil rights movement, the sexual revolution, and the rise of feminism. Many Boomers came of age during the Vietnam War and were influenced by the counterculture movement.

2.       Generation X (1965-1980): This generation is often called the “latchkey” generation, as many of them grew up with both parents working and had to learn to be self-sufficient at a young age. They were the first generation to grow up with computers and video games and are often described as independent, cynical, and entrepreneurial.

3.       Millennials (1981-1996): This generation is known for its digital fluency and its diversity. They grew up in a time of rapid technological change and have been shaped by globalisation, multiculturalism, and the impact of the Great Recession. Millennials are often described as optimistic, collaborative, and idealistic.

4.       Generation Z (1997-2012): This generation is the first to have grown up entirely in the digital age. They are highly tech-savvy and have a more global and socially conscious worldview than previous generations. They are also known for their entrepreneurial spirit and their interest in social media and online communication.

5.       Generation Alpha (born after 2012): This is the newest and youngest generation, and not much is known about their characteristics yet, as they are still in early childhood. However, they are expected to be highly connected, tech-savvy, and comfortable with diverse identities and cultures.

These generational categories are based on birth year ranges, and they are often used to analyse social, economic, and cultural trends across different age groups. However, it’s worth noting that these categories are not fixed or universally accepted, and there is often overlap between generations.

The oldest members of Gen Z are now in their mid-twenties. Which simply means that they are starting to compete with Millennials and Gen Xers for entry-level positions and internships. There is a common perception that Gen Zs are lazy or lack work ethic. However, this stereotype is not supported by evidence and is largely a result of misconceptions and misunderstandings about this generation.

Here are three of the many possible reasons why some people might think that Gen Zs are lazy:

a.   Misunderstanding of work preferences: Gen Zs have different work preferences than previous generations, with a greater emphasis on work-life balance, flexibility, and opportunities for learning and growth. Some people may perceive this as laziness or entitlement, but it is a reflection of changing attitudes towards work and career.

b.   Lack of experience: Many Gen Zs are just entering the workforce and may not yet have the same level of experience or skills as older workers. This can lead to misconceptions about their work ethic or ability to perform on the job.

c.   Perception of technology use: Gen Zs are often associated with their extensive use of technology, particularly social media and online communication. Some people may view this as a sign of laziness or distraction, but one can also choose to see it as a reflection of how technology is changing the way we work and communicate.

It’s important to recognize that laziness is not a generational trait and that individuals of all ages can have varying levels of motivation and work ethic. Rather than relying on stereotypes or assumptions, it’s important to evaluate each person’s skills, experience, and work preferences on their own merits.

The trend of Gen Zs entering the job market has several implications for both the job market as a whole and employers as well. Here are a few potential impacts:

Increased competition for entry-level jobs: As more Gen Zs enter the workforce, there may be increased competition for entry-level jobs and internships. This could lead to higher expectations from employers in terms of education, skills, and work experience.

Focus on technology and digital skills: Gen Zs are often referred to as “digital natives” because they grew up with technology and are comfortable with digital tools and platforms. Employers may need to prioritise digital skills and knowledge when recruiting and training young employees.

Diverse and inclusive workplace: Gen Zs are known for valuing diversity and inclusivity, and employers may need to create workplaces that are welcoming to people from diverse backgrounds and actively promote inclusivity.

Different work preferences: Gen Zs have different work preferences than previous generations, with a greater emphasis on work-life balance, flexibility, and opportunities for learning and growth. Employers may need to adapt their work arrangements, benefits packages, and career development programs to better meet the needs and expectations of this generation.

Increased focus on purpose and social impact: Gen Zs are often motivated by social and environmental issues and are looking for employers who share their values and are committed to making a positive impact on the world. Employers may need to prioritise purpose and social impact when attracting and retaining young talent.

Overall, the trend of Gen Zs entering the job market is likely to bring about changes and challenges for employers, but it also presents opportunities to tap into the unique strengths and perspectives of this generation.

PS; Hasta la vista!