By Suad Ayinla.
Edited by Bababunmi Agbebi
Across Lagos offices, Abuja startups and remote workplaces, the same question keeps coming up: Why do so many young people seem unwilling to “grind” the way older generations did? The stereotype is familiar, Gen Z is entitled, impatient, undisciplined and allergic to hard work. But is that really the full story? Many young workers are challenging traditional ideas about productivity, loyalty and career success, arguing that working hard should not mean sacrificing their health or accepting poor treatment. What some people describe as laziness may instead be a growing refusal to accept excessive workloads, toxic workplace cultures and salaries that no longer match the rising cost of living.
Burnout may be a better explanation for some of the frustration. Young workers are entering the workforce at a time of rising rent, transportation costs, inflation and intense competition for jobs. In Nigeria, where a significant portion of a young worker’s income can disappear into basic living expenses, being asked to work longer hours without meaningful increases in pay or opportunities for growth can quickly become demoralising. When a job demands 60-hour a week but offers little recognition, poor management and limited progression, saying “I don’t want to work like this” does not necessarily mean “I don’t want to work.” Sometimes, it simply means “I don’t want to be exploited.”
Gen Z is also changing the conversation around workplace boundaries and mental health. Unlike previous generations, many young workers are more willing to talk openly about emotional exhaustion, stress and the importance of maintaining a life outside work. Flexible schedules, remote or hybrid options, reasonable working hours and supportive managers are increasingly viewed as important parts of a healthy workplace rather than special privileges. To some older managers, these expectations may look like entitlement. To many young workers, however, they are basic conditions for staying productive without burning out.
That does not mean Gen Zs do not want to work. In fact, many are highly ambitious but they are often more strategic about where they invest their time. They want opportunities to learn, develop valuable skills, earn better incomes and work in environments that align with their goals and values. With freelancing, remote work, entrepreneurship and side hustles becoming increasingly common, leaving one job does not necessarily mean leaving work altogether. For some young people, quitting a toxic workplace is simply a decision to redirect their energy towards a better opportunity.
Of course, the criticism of Gen Z should not be dismissed completely. Some young workers may struggle with discipline, patience or adapting to the realities of professional life, just as workers from every generation have. Hard work, accountability and commitment still matter. But employers also have a responsibility to create workplaces where effort is recognised and employees are treated with dignity. So, is Gen Z really lazy, or are they simply more willing to question a workplace culture that previous generations accepted without complaint? Perhaps the better question for employers and older colleagues is not, “How do we make Gen Z work harder?” but “What kind of workplace are we asking them to work hard for?”
