Why Gen Z Graduates Are Often Not Ready for the Workforce—and What We Can Do About It

By Dr. Anthony Da Silva, Human Resources

Ambitious Gen Z graduates confidently stepping into the professional world, ready to innovate and inspire change, but are they ready?

I have spent years working in Human Resources across global companies—and I can tell you this: more and more graduates are walking through our doors with degrees, ambition, and drive... but no real experience. They know the theory. They have done the coursework. But when it comes to working with a team, managing time, handling pressure, or receiving feedback? They are not prepared.

This is not a knock on Gen Z. In fact, Gen Z brings fresh energy, digital fluency, and a strong sense of purpose. But we are doing them a disservice by sending them into the workplace without the practical tools they need to succeed.

Ambitious Gen Z graduates are confidently stepping into the professional world, ready to innovate and inspire change, but are they ready? It is time to rethink how we prepare students for the real world—because PowerPoints and term papers just are not enough anymore.

What the Research (and Reality) Are Telling Us

There is growing data—and daily workplace experience—to support the idea that while Gen Z has incredible potential, they also face very real challenges when transitioning from school to work.

Gen Z wants flexibility, clear expectations, and meaningful work. They care about social responsibility and mental health. But they also struggle with communication, adapting to feedback, and understanding workplace norms (Stevanovski, Zhan, & Mustafa, 2024).

Employers are noticing gaps in soft skills—especially in areas like collaboration, critical thinking, and adaptability (Kraght & Brøndum, 2025). And when the workplace does not meet their expectations for growth or balance, Gen Z employees often disengage or move on quickly (Makram & Nassereddine, 2025).

The problem is not them. The problem is the system.

Why College Alone Is Not Enough Anymore

Here is the truth: college still matters. It builds foundational knowledge, teaches discipline, and encourages intellectual growth. But in many programs, students are still writing papers on outdated theories or doing projects for fake companies.

That is not how the world works. That is not how business works. And that is not how people learn best.

Professors themselves will often admit, “In practice, we do not do this,” after assigning something that has little real-world application. I have heard it too many times to count.

We cannot keep preparing students for a world that no longer exists. Today’s workplace is fast-paced, people-driven, and constantly changing. And to succeed in it, students need more than knowledge—they need experience.

The Real Fix: Make Learning Hands-On and Applied

Here is what we should be doing instead.

Every degree should come with real-world learning built in. Not just optional internships or a one-time practicum—embedded, consistent, supervised, on-the-job experience throughout their education.

For example:

• Students who want to teach should actually help teach—co-facilitating courses alongside professors.

• Business students should solve real problems for real companies, not case studies from 2002.

• Tech students should be involved in live development projects that mirror the workplace, not just academic simulations.

Some colleges are trying this in small ways, and that is a good start. But we need a system-wide shift. Learning must be applied, not just assigned.

Gen Z Wants Structure, Not Just Freedom

Contrary to popular belief, Gen Z is not anti-structure. They want clarity. They want to do well. They want to grow. But they also want someone to show them how.

They thrive when they have:

• Consistent coaching and feedback

• A sense of contribution and meaning

• Clear expectations and support systems

Employers need to be more intentional about how they bring early-career talent onboard. And schools need to make sure students are ready for more than the test—they are ready for the job.

Schools and Employers Must Work Together

If we want better-prepared graduates and stronger workplaces, education and industry need to partner like never before.

Colleges should:

• Work with companies to embed internships and hands-on projects into every program

• Teach communication, teamwork, and adaptability as essential skills—not electives

• Let students work with actual clients, not just hypothetical ones

Employers should:

• Invest in mentorship and clear onboarding for new graduates

• Open their doors to colleges for co-op programs and talent pipelines

• Be part of shaping what students are learning before they apply

When this happens, everyone wins. Students get real experience. Employers get job-ready candidates. And Gen Z gets the tools to thrive in the modern workforce.

Let SSCG Help You Build the Future Workforce

At Strategic Synergy Consulting Group (SSCG), we specialize in creating that connection between education and industry. We help colleges, companies, and workforce leaders bridge the gap between the classroom and the workplace.

Whether you need to:

• Design internship or co-op programs

• Train managers on how to lead and mentor Gen Z

• Co-develop applied learning experiences with industry partners

• Or build a talent pipeline that truly works

We are here to help.

• Email: info@StrategicSynergyCG.com

• Call: (813) 924-3853

• Schedule a complimentary consultation to explore how SSCG can support your goals.

  
  

About the Author

Dr. Anthony Da Silva is an Air Force veteran and seasoned Human Resources professional. He is the Managing Director and Co-Founder of Strategic Synergy Consulting Group. Dr. Da Silva holds doctoral degrees in Business Administration and Industrial and Organizational Psychology. His research and consulting work focus on leadership, workplace culture, and people-centered strategies that drive high-performing organizations.

References

• Kraght, H., & Brøndum, L. (2025). Bridging the generational divide: Soft skills and value perceptions of Gen Z in the workforce. Journal of Innovation in Polytechnic Education, 6(2), 41–70. https://doi.org/10.69520/jipe.v6i2.209

• Makram, B. H., & Nassereddine, H. (2025). Becoming an Employer of Choice for Generation Z in the Construction Industry. Buildings, 15(2), 263. https://doi.org/10.3390/buildings15020263

• Stevanovski, M., Zhan, L., & Mustafa, M. (2024). Managing a Gen-Z workforce – what family firms need to know: A perspectives article. Journal of Family Business Management, 14(6), 1234–1239. https://doi.org/10.1108/JFBM-10-2023-0231