Lazy, entitled, or misunderstood? The Gen Z work ethic debate

Akshita Pandey

(An undergraduate student at FLAME University)

Dr. Moitrayee Das

(Assistant Professor of Psychology at FLAME University)

Over the past few years, Generation Z, born around 1997 and 2012, has entered the job market with new values and thoughts. But with their entry came negative comments and stereotypes. “Lazy”, “entitled”, or “disengaged” are some of the common adjectives used to refer to Gen Z employees, usually by individuals of preceding generations. But is this description fair? Is Gen Z lazy, or is something more subtle going on? A closer examination of research and commentary by experts tells a more complicated and intriguing tale about Gen Z’s work ethic, one that defies tired stereotypes and invites a reconsideration of what it means to work hard in the fast-changing world today.

The conventional work ethic has for many years been informed by Baby Boomer and Gen X values and backgrounds. To them, a robust work ethic tended to involve long hours, physical attendance in the office, unflinching devotion to employers, and paying one’s dues through years of gruelling work. To be ‘hard-working’ meant to be tough and to make sacrifices, which sometimes came at the cost of personal time and health. Nonetheless, Gen Z’s work style radically opposes this paradigm. Productivity, for them, is less a matter of working long hours and more a matter of getting good results in a timely fashion. They value purposeful involvement, simplicity, and harmony over the mere physical presence for extended durations (Bedford, 2025).

This change has been misunderstood by others as laziness or entitlement. But experts such as Knyszewski point out that each generation adjusts its work ethic to the social and technological environments of the time. Gen Z is no different. Instead of being deficient in work ethic, they have a type of work ethic that resonates with contemporary circumstances, one that emphasises innovation, flexibility, and mental wellness in addition to commitment and responsibility. Understanding these distinctions is the first step toward breaking free from stereotypes and valuing the contributions Gen Z brings to the workforce (Knyszewski, 2023).

The necessity of this review becomes even more critical when we examine the shadows of the old work expectations. A very recent tragic incident reported by NDTV speaks volumes about this: A 25-year-old IT professional in Bengaluru, who worked with Krutrim, was found dead, with investigations leading to a toxic work culture as one of the major contributing factors to the distress that caused this tragedy (Bhattacharyya, 2025). This tragic incident highlights the severe pressures employees are under in conventional, inflexible corporate cultures that extol long working hours, inescapable deadlines, and inadequate attention to mental health. It emphasises that expecting uncomplaining stamina is not just unsustainable but potentially deadly.

Conversely, Gen Z employees freely promote healthier boundaries, mental well-being awareness, and nurturing workspaces. They deconstruct the idea that they must sacrifice their well-being to demonstrate their commitment. This position frequently gets misinterpreted as complacency or lack of resilience but shows an immense awareness that long-term productivity hinges on taking care of one’s body and emotional well-being (Bedford, 2025).

Gen Z’s development in the age of the internet also influences their work culture. Unlike earlier generations, Gen Z has never experienced a world without the internet, smartphones, and online connectivity. Such exposure has instilled in them a high level of comfort with technology, which they utilise to increase efficiency and productivity. Remote work, flexibility, and virtual teamwork are second nature to most in Gen Z, enabling them to produce outcomes without being bound by the conventional 9-to-5 office culture. To older generations, who see physical presence as equating to hard work, this may seem like a lack of dedication, but it is a new style of working attuned to the digital age (Bedford, 2025).

Aside from appreciating efficiency, Gen Z gives much importance to mental health and wellness. They are more forthcoming in talking about mental health issues and promote healthy work cultures that embrace these needs. Boundaries, requesting fair workloads, and refusing the overwork cult are all part of their strategy. Though others may see these behaviours as evidence of laziness or fragility, they are a deeper realisation of sustainable work habits and a knowing that burnout will only hurt morale and productivity in the end (Bedford, 2025).

Gen Z’s desire to create meaningful work is another key component of their work ethic. Whereas previous generations may have put job security or profit over everything else, Gen Z employees look for workplaces where they believe their work makes a difference. They desire to be employed by organisations that are in line with their values, such as environmental sustainability, social justice, or business ethics, and look for their labour to make a difference. This search for meaning is erroneously interpreted as a lack of grit or sense of entitlement but is instead an energising force that fuels commitment and creativity (Bedford, 2025).

Joshi (2024) puts forth four important factors that shatter the myth of Gen Z laziness. Firstly, Gen Z expects employers to be transparent and truthful, something that previous-generation workplaces may not have ever offered. They need transparent communication regarding expectations, objectives, and development opportunities. Second, their flexible working preferences are no indication of shirking but an expression of their integrated style of balancing work and life. Third, Gen Z is entrepreneurial and is accustomed to handling side ventures or more than one income source, manifesting initiative and drive in addition to job duties. Finally, their desire for frequent recognition and feedback is not an entitlement but a reflection of evolving workplace norms that value ongoing communication and development for all employees (Joshi, 2024).

These insights challenge the simplistic view that Gen Z lacks a work ethic. Instead, their approach reflects a response to new economic, social, and technological realities. They have come of age amid times of turmoil, such as economic downturns, climate emergencies, and a worldwide pandemic. These experiences formed them concerning job security, money matters, and risk, so they are wiser and more prudent than they may initially appear. In addition, technological innovation at an unprecedented pace has revolutionised the nature of work, calling for new capabilities and responsiveness that Gen Z uniquely possesses in quantity (Knyszewski, 2023).

The charge that Gen Z is lazy also overlooks a larger cultural shift. The celebration of “hustle culture”, which values perpetual work and overtime, has been increasingly criticised for its impact on mental health and overall quality of life. Gen Z’s desire to reject such an ethos and stand up for boundaries is a forward movement toward healthier workplaces, not a lack of drive. Indeed, most employers and specialists currently acknowledge that sustainable productivity hinges on mental health, adaptability, and purposeful engagement, all characteristics of Gen Z’s strategy (Bedford, 2025).

Furthermore, generational variations in defining “work” lead to misunderstandings. Baby Boomers and Gen X can define work as a physical and time-based activity, whereas Gen Z focuses on outcomes and effectiveness. This variation causes a conflict of expectations and measures for work ethic. Instead of rejecting Gen Z, organisations are better off adopting and embracing these new definitions, and in return, they can experience increased innovation and worker satisfaction (Knyszewski, 2023).

It is also important to acknowledge that generational stereotypes tend to oversimplify multifaceted social realities. Gen Z are heterogeneous, confronting distinct challenges like staying online, climate worry, and social justice concerns. Their work ethic is guided by a blend of ambition, social awareness, and flexibility, not laziness and entitlement. To attribute such negative stereotypes to an entire generation overlooks the individual differences and larger contexts that guide work behaviours (Joshi, 2024).

In summary, the lazy or entitled Gen Z stereotype is inaccurate and unjust. This generation is redefining working hard in the 21st century as prioritising mental health, authentic engagement, flexibility, and efficiency. Their way refutes traditional workplace norms and has important lessons for organisations wishing to adapt and succeed in an age of accelerated change. Rather than writing off Gen Z, employers must embrace their strengths and viewpoints, creating workplaces where all generations can thrive and succeed together. Cuing into the diversity of work and values of different generations will not only boost productivity but also make workplaces healthier and more inclusive.

References

Bedford, L. (2025, April 4). Gen Z Work Ethic: Lazy or Just Setting Boundaries? Rezi.ai. https://www.rezi.ai/posts/gen-z-work-ethic

Bhattacharyya, K. (2025, May 18). 25-Year-Old Krutrim Techie Found Dead In Bengaluru, Toxic Work Culture Blamed. Www.ndtv.com; NDTV. https://www.ndtv.com/india-news/25-year-old-krutrim-techie-found-dead-in-bengaluru-toxic-work-culture-blamed-8447681

Joshi, V. (2024, December 9). Dispelling The Workplace Myth That Gen-Z Is Lazy: 4 Considerations. Forbes. https://www.forbes.com/councils/forbesbusinesscouncil/2024/12/09/dispelling-the-workplace-myth-that-gen-z-is-lazy-4-considerations/

Knyszewski, J. (2024, July 15). Work Ethic Across Generations: Debunking Myths and Celebrating Strengths. Medium. https://medium.com/@thejeromeknyszewski/work-ethic-across-generations-debunking-myths-and-celebrating-strengths-2f5d3190f713.