Why Rigid Hierarchies are Failing Gen Z
and What Companies Can Do About It
Written by Sabrina De Angelis
Many Companies are quick to complain about the younger generation in the workforce.
Every generation had to face criticism when they first entered the workforce dating as far back as when Aristotle was around. However, with the rise of the internet and social media, it is the first time in history that the younger generation have to feel it on a profound, global level where the generalised stereotypes are directly reflecting back at them. Creating potentially an unfair bias with reports indicating that over a third of hiring managers won't hire
Generation Z.
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Headlines and Social Media Buzz with statements like "Gen Z doesn't want to work", "They Lack Professionalism", "They are Entitled", doesn't change the fact we are all human beings and the more we criticise each generation, the less likely we will succeed as a team.
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When a seed is planted and the plant begins to grow, but the roots are not strong, the entire structure falls.
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Therefore, when we look deeper, the problem often isn't the youth - it's the rigid hierarchies and outdated structures within companies.
The Problem: Up & Down Command Structures
In many organizations, decisions, responsibilities, and knowledge flow in a strict vertical chain of command:​
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Managers control information and resources
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Mistakes are punished, not seen as learning opportunities
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Early-Career Employees are expected to perform perfectly from day one
This rigidity has serious consequences:
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Fear Blocks Training - Managers often hesitate to invest time in training young employees because it can feel risky. They worry about losing authority or giving interns too much responsibility. Some even fear that their student might overpass the master. The result? Youth aren't trained properly - they are left to flounder and then fired before they were ready to take on extra responsibility which comes with a higher pay check.
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Punishment Over Deployment - In rigid hierarchies, mistakes are often treated as failures rather than learning opportunities. This culture discourages risk-taking and innovation, leaving young employees afraid to try and contribute meaningfully or in worst case their efforts are not always recognised and appreciated.
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Blame Instead of Support - When a Gen Z employee struggles, hierarchical companies often complain about engagement or skills gap. There may be truths to what they are saying and what the existing data shows, but the question that companies are not asking, "How Can We Help Them Grow?"
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Losing Talent & Money Over Fixable Issues - Rigid Hierarchies often treat early mistakes or gaps in skills as grounds for termination, rather than opportunities for guidance. For instance, if the young individual doesn't understand the importance of punctuality and how it affects the team, it is the leader's responsibility to ensure it is clearly understood. If after making it clear, things don't improve, then it becomes advisable to fire. Another example can be the young employee doesn't know how to do a task and instead of being frustrated, show them, don't quickly jump the gun to fire them.
​This approach becomes taxing and very expensive on the company because:
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Recruitment & Onboarding for replacements costs money
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Training investments are underused + wasted when employees leave prematurely.
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Productivity suffers while new hires get up to speed
If companies instead invested in structured training, mentorship, and empowerment, many of these issues could be resolved - saving both money and talent.
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The Real Opportunity
The truth is young talent can thrive - if given structure, guidance, and empowerment. When organizations adopt practices that:
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Provide structured training before expecting full performance
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Encourage peer-to-peer learning and mentorship
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Minimize hierarchy that fosters fear and jealousy
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Celebrate mistakes as part of the learning process
...they unlock a generation that is capable, innovative, and highly motivated. ​
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By flipping the hierarchy, the opposite occurs:
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Shared Ownership: Teams succeed or fail together (or what we like to call 'Fail in Style').
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Empowered Responsibility: Youth take charge of their learning and projects with guidance, not micromanagement.
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Complementary Skills: Pairing technical and communication strengths allows everyone to learn from each other.
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Psychological Safety: Mistakes are celebrated, not punished.
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This approach transforms "Gen Z disengagement" into visible growth, collaboration, and high-quality outcomes.
Why It Matters
Companies that cling to rigid hierarchies miss out on true potential of their youngest employees. By failing to train and empower them, they inadvertently reinforce the very stereotypes the employers complain about.
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Forward-thinking organizations, however, can flip the script:
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Invest in structured, empowering training
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Encourage collaboration over hierarchy
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Treat mistakes as stepping stones, not failures.
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The result? Youth who are skilled, confident, and loyal - and companies that benefit from high-performing, innovative teams.
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Failing Gen Z doesn’t just hurt them — it sets up the next generations for the same struggles. By creating systems that empower youth today, we are shaping a future workforce that is capable, resilient, and ready to lead.