The Gen Z Work Ethic Debate

Embracing Discipline in the AI Era: Advice from a Tech Leader to Gen Z

Lately, I’ve been hearing a growing chorus of concerns about Gen Z’s work habits. As someone who’s led teams across generations, I understand where these worries come from. Recent headlines haven’t helped – like a Fortune-cited survey revealing that a whopping 84% of Gen Z employees admit to streaming TV or movies during work hours. Over half even said they’ve paused their duties to finish binge-watching a show at least once. Many confess they’d rather stay home if it means they can sneak in Netflix under less supervision. As a tech executive, this makes me pause. It’s not that I begrudge anyone a little entertainment or flexibility, but such habits raise red flags about focus and discipline. After all, it’s hard to develop long-term success if you’re juggling Zoom meetings with Stranger Things in the background. And I’m not alone in this concern. In one poll of nearly 1,000 business leaders, lack of motivation and initiative was the number one complaint about new Gen Z hires, cited by 50% of leaders as a reason young employees didn’t work out. Bosses also reported having to fire recent grads for being unprofessional, unorganized, and having poor communication skills. More than half of hiring managers feel that many college grads simply aren’t prepared for the workplace, and over 20% say these new workers can’t handle the workload expected of them. Those are pretty stark statistics – essentially saying that beyond the memes about short attention spans, there’s a real perception that some Gen Z workers lack the discipline and work ethic needed in today’s job market.

Let me be clear: I don’t bring this up to criticize Gen Z or paint an entire generation with a broad brush. I’ve managed and mentored many amazing young professionals brimming with talent, creativity, and potential. But I do feel a responsibility – as someone who’s currently a CTO and has climbed the ranks over 25+ years (from giant corporations like Amazon, Microsoft, Meta, and LinkedIn to scrappy startups) – to share a perspective on why discipline and hard work still matter, especially as AI transforms the job landscape. This is an advisory from my first-hand experience. I’ve seen what leads to long-term success, and what habits can sabotage it. So, let’s talk about it.

Lessons from My Early Career (Yes, I Worked 18-Hour Days)

I’ll start with a story from my own career. Flash back to my early twenties: I was a fresh engineering grad stepping into the bustling halls of a big tech company. I was eager, green, and – like many new grads – I thought I was ready to conquer the world. Reality hit hard and fast. In my first big project, I found myself working 18-hour days on a critical product launch. We were racing against a deadline that seemed impossible. There were nights I slept under my desk for a few hours (startup-style) and mornings when a strong coffee and sheer adrenaline were the only things keeping me going. Was it fun? Honestly, not really. It was grueling. There was no “work-life balance” to speak of in those crunch months. But looking back, I realize those intense early-career experiences were formative. They taught me discipline in the deepest way – through trial by fire.

One particular midnight memory sticks out: our team discovered a severe bug in the system just a day before launch. Everyone was exhausted, and it would have been easy to say, “We’ll tackle it in the morning.” Instead, a small group of us stayed until dawn to fix it. I remember my manager (who later became a mentor figure) saying to me, “This is what it takes, Himanshu. If we don’t do it, no one else will.” That night, I learned the difference between just showing up and truly stepping up. We squashed the bug, the launch went smoothly, and our product succeeded – but not by magic or entitlement. It succeeded because a few people were willing to sweat the details and push through, even when it was hard.

Now, I’m not suggesting that everyone needs to work 18-hour days forever – burnout is real, and I later learned to find a healthier balance. But I am grateful I paid my dues through hard work early on. It built my reputation as someone to count on when things get tough. It also taught me time management, because after nearly burning out, I had to learn how to work smarter (not just longer) to survive. The key lesson was that discipline and work ethic are like muscles – you develop them by pushing your limits. When you’re young, especially, it’s the season of life to invest that extra effort to set the foundation for your career. Those long days taught me resilience, and resilience has been my anchor amid all the ups and downs to come.

From Big Tech to Startups: Adapting and Learning

Over the decades, I went from those early roles at companies like Amazon and Microsoft to leadership positions at startups where resources were thin and the pace even more breakneck. Each transition demanded I adapt quickly. At Amazon, for instance, I took on the challenge of rebuilding a major part of the Prime Video recommendation engine – an effort with enormous stakes because it would affect what millions of customers see and watch. The pressure was suffocating at times: long hours, constant iterations, and the weight of knowing every decision could have a huge impact. But through that trial, I learned to make decisions under uncertainty and find solutions instead of excuses. In other words, I learned ownership. I couldn’t say, “Oh, this is too hard” – I owned that challenge fully, and it matured me immensely as an engineer and a professional.

Years later, as the CTO of a startup (Visible), I spearheaded an effort to transform our operations with AI automation – aiming to **10x our engineering productivity and slash costs by 75%**. It wasn’t just a pet project; it was a do-or-die necessity for the business. To pull it off, our team had to stretch beyond our comfort zones, learn new AI tools on the fly, and coordinate like never before. There were days it felt like I was carrying the weight of the world, keeping everything and everyone aligned. But again, that’s where growth happens. We succeeded in that transformation, and in the process, I gained a newfound appreciation for how discipline in learning and execution can literally reinvent a business.

Why am I telling you this? Because these experiences taught me that no matter the environment – a big tech behemoth or a lean startup – the people who thrive are the ones who bring a strong work ethic, adaptability, and yes, humility to keep learning. I walked into each new, chaotic situation thinking, “Alright, let’s tackle this head-on.” I credit that attitude to the tough lessons early in my career.

What I See in Gen Z Today (The Good and the Concerning)

Fast forward to today. I’m now in a position where I manage and mentor many Gen Z employees. It’s a privilege – they’re bright, ambitious, and bring fresh perspectives that we absolutely need in our companies. I’ve had junior engineers on my team teach me new programming hacks, point out blind spots with our product that my older eyes missed, and infuse an energy that’s contagious. Gen Z’s comfort with technology and social networks means they can adapt quickly to new tools; in fact, I’ve seen young team members become the go-to experts on the latest software in weeks, whereas a decade ago such transitions took months. This generation has incredible strengths.

However, I’ve also observed some patterns that echo those broader concerns we discussed. For one, structure and punctuality can be a challenge. In an age of remote work and flexible hours, a few of my younger team members struggled initially with basic professional habits – like showing up to meetings on time, or communicating proactively if they were running behind on a task. These might sound like small things, but they add up. In one case, I had a brilliant new grad on my team who kept missing morning stand-up meetings. It turned out he was working late into the night on personal coding projects (a testament to his passion, which I loved) and then oversleeping. I didn’t want to kill his enthusiasm, but I had to have a frank talk about professional responsibilities. He was receptive; we set some boundaries (like no personal projects past midnight on weekdays) and his performance improved. He became one of our star contributors in the next release cycle. The takeaway for him was that discipline actually enabled him to shine – once he organized his schedule and sleep, he had more energy and focus at work to apply his talent fully.

Another observation: some younger employees initially take feedback very personally or shy away from difficult tasks if they feel uncomfortable. I recall mentoring a Gen Z designer who was extremely talented but would get defensive when our product manager gave her constructive critiques. She later admitted she’d never really been challenged or told “this isn’t good enough” in her prior internships (perhaps out of fear of offending her). We worked on embracing feedback as a positive thing – I shared times in my own career where harsh feedback made me better. Gradually, she shifted her mindset and actually started seeking out feedback. That was a turning point – her designs improved dramatically and she earned respect for her growth. It reinforced to me that while some Gen Zers might start off a bit more sensitive or uncertain in the workplace, with the right mentorship and support they can quickly develop resilience. In fact, companies have a responsibility here: pairing recent grads with seasoned mentors can pay huge dividends, providing guidance and feedback that help young employees thrive. I’ve made mentorship a key part of my leadership approach, because I remember how my early mentors shaped me.

One common pitfall I caution my mentees against is entitlement – the assumption that a degree or a skill alone guarantees success or rapid promotion. The truth is, in our industry nobody hands you a golden career; you earn it through consistent performance. And I have seen a few new hires struggle with this reality. Some expected to work on only high-profile projects out of the gate and were disappointed when asked to do the “boring” stuff. I tell them what one of my managers told me long ago: great leaders often start by doing unglamorous work exceptionally well. Early in my career, I too had to maintain legacy code and write endless test cases – not exactly Silicon Valley movie material – but excelling at those tasks built trust that I could handle more. I encourage young professionals to tackle even the mundane tasks with excellence and a learning attitude. Do that, and bigger opportunities will follow. Don’t think any work is “beneath” you in the beginning; think of it as practice and a chance to prove your reliability.

Thriving in an AI-Transformed Landscape

Now, let’s talk about the elephant in the room: Artificial Intelligence. We’re entering an era where AI is changing the very nature of many jobs. This isn’t theoretical for me – I’ve led AI-driven transformations and seen roles evolve overnight. For Gen Z workers, the rise of AI is a double-edged sword. On one hand, you are the most tech-savvy generation and can leverage AI tools to accelerate your work like never before. On the other hand, if you’re not careful, AI could automate tasks you’re complacent about and leave you behind. Harsh as it may sound, some employers are already considering AI as an alternative to entry-level hires. A recent survey found that nearly 4 in 10 HR leaders would rather employ a robot or AI to do a job than hire a new college graduate. (Imagine losing out on a job to an algorithm – that’s the reality we face.) In the same study, 45% of managers said they’d prefer to hire a freelancer over a recent grad, and 3 in 10 would rather leave a position vacant than fill it with an unprepared newbie. These stats might sound extreme, but they underscore a crucial point: the bar for young professionals is rising in the AI era. Employers expect new hires to bring value beyond what a machine can do – things like creativity, teamwork, leadership potential, and a willingness to grow. And those human skills all circle back to having the right mindset and work ethic.

So how can Gen Z turn AI into an opportunity rather than a threat? My advice is to actively embrace the technology, but never as a crutch to avoid work – use it as a tool to do better work. For example, if there’s an AI platform that can automate some data analysis in your role, learn it and use it – that shows initiative and frees you up to focus on higher-level tasks. But don’t use that extra time to slack off; use it to take on a new project, brainstorm a creative solution, or help a teammate. AI can handle routine tasks, which means your value as a human professional will come from insight, judgment, and innovation – all of which require you to be even more disciplined, not less. In short, treat AI as the ultimate productivity boost, not an excuse to coast. The Gen Z workers I see succeeding with AI are those who approach it with curiosity and responsibility. They aren’t afraid that AI will replace them, because they’re busy making sure they bring something unique to the table that AI cannot replace.

I also encourage young folks to continuously upskill yourselves in areas that machines find hard – interpersonal skills, creative thinking, strategic planning – while also gaining at least a baseline understanding of AI and data, since those are becoming core skills in most fields. The truth is, employers are desperately looking for people who have both technical know-how and the soft skills to drive projects forward. One study noted that 97% of HR leaders value technology skills (especially in AI, analytics, IT) in new grads, but only 20% of grads have those skills. That’s a gap you can absolutely seize as an opportunity: be that young professional who pairs technical savvy with strong work habits. You’ll be in high demand.

From Entitlement to Growth: How to Build Your Success

If some of this sounds like tough love, well, it is – but it’s delivered with genuine empathy. I want Gen Z to succeed wildly, and I firmly believe you can. To do that, it helps to channel some timeless principles. Here are a few practical pieces of advice I’d offer to any young professional starting out:

• Embrace a Growth Mindset and Seek Challenges: Don’t shy away from the tough assignments. Volunteer for that daunting project; take on the problem no one has solved yet. It’s by tackling challenges that you differentiate yourself. As I often say, your growth will come from those tough assignments that you do not run away from. Every time you stick it out through a difficulty – rather than blaming the “system” or that “tough boss” – you sharpen your skills and resilience. In my career, the projects that scared me at first ended up being the making of me. So treat challenges as opportunities, not threats.

• Build Disciplined Habits (Even When No One’s Watching): In an era of remote work and autonomy, self-discipline is your best friend. Simple practices like starting your day with a plan, setting deadlines for yourself, and minimizing distractions can set you apart. If you work from home, create a structure: for instance, you might commit to focusing fully for 50-minute bursts and then take a 10-minute break (instead of half-watching YouTube for 3 hours straight). These little habits compound into a strong work ethic. Remember, integrity is doing the right thing when nobody’s watching. The truth is, if you consistently give less than your best because you think no one will notice, the person you’re ultimately short-changing is yourself. Cultivate discipline now, and it will carry you through bigger responsibilities later.

• Beware of Entitlement – Earn Your Stripes: It’s great to be confident in your abilities; you should be! But balance that confidence with humility. No matter how talented you are, there will be mundane tasks, boring days, and learning curves. Approach them with a can-do attitude. Rather than thinking “I deserve a promotion in 6 months,” think “How can I create so much value in 6 months that a promotion becomes obvious?” When you prove you can excel at small things, managers trust you with big things – that’s how it worked for me and virtually every leader I know. Conversely, if you act like certain work is beneath you, you’ll alienate the people who decide your advancement. Work hard, stay humble, and the recognition will follow (and if it doesn’t immediately, you’ll still be building a strong resume for your next move).

• Leverage Mentorship and Feedback: You don’t have to figure everything out alone. Seek mentors in your organization or industry – people a few steps ahead who can guide you. Early in my career, I had managers who frankly saved me from pitfalls by giving advice and feedback, even if it was hard to hear. I try to pay that forward now because I believe no one should navigate their career in isolation. So ask questions, request feedback regularly, and be open to input. Yes, some feedback might sting (hearing that your presentation was subpar or your code needed a lot of rework never feels great). But that’s how you improve. Far from being a sign of weakness, asking for guidance shows you’re committed to growth. Also, find a peer group of like-minded go-getters. Iron sharpens iron; surrounding yourself with others who strive for excellence will motivate you to keep improving.

• Cultivate Long-Term Resilience: Careers are marathons, not sprints. You will face setbacks – maybe a failed project, a missed promotion, or even a layoff (I’ve been through at least one myself; the tech industry can be volatile). The question is, how will you respond? Resilient people treat setbacks as learning opportunities rather than excuses to quit. For instance, if you lose your job, it’s tempting to become cynical or give up. Instead, dust yourself off and analyze what you can learn – maybe you needed a broader skill set, or maybe it just wasn’t the right fit. Then come back stronger. In the long run, the ability to bounce back and adapt will matter even more than the specific knowledge you have today. We’re in a fast-changing world; the tools and fads of today might be obsolete tomorrow (who knows what coding language or platform will rise next, or what new curveball AI will throw?). What never goes out of style is the combination of hard work and adaptability. Commit to being a lifelong learner. That mindset will ensure you remain relevant and successful no matter what the future holds.

A few words for Gen Z

I’ll wrap up with a message of optimism. Despite all the talk of “lazy Gen Z” in the media, I for one am excited to work with the new generation. You have strengths that my generation didn’t at your age – a global connectedness, a savvy for innovation, and a desire to find purpose in work. These are huge assets. The challenge (and my friendly warning) is to not let the softer side of work – the discipline, the patience, the grunt work – fall by the wayside. Long-term success isn’t built on quick wins or comfort; it’s built on sustained effort, continuous learning, and sometimes doing things that are hard or uncomfortable. The good news is that hard work works. It may not always feel glamorous in the moment, but it pays off. I’ve lived it, I’ve seen others live it, and now I’m seeing a new generation start to write their success stories too.

So to every Gen Z professional reading this: I’m rooting for you. Your energy and ideas can truly shape the future. Pair that energy with the power of discipline and a humble, growth-oriented mindset. Don’t be deterred by older folks saying “you’re not ready” – show them you are ready by demonstrating your work ethic and willingness to learn. Prove the naysayers wrong by being the Gen Z employee who’s both tech-savvy and reliable, creative and coachable. Seek out mentors who will challenge you, and embrace those challenges. In an age of AI and constant change, bet on the human qualities that machines can’t match: passion, curiosity, and perseverance.

If you can merge your generational strengths (like adaptability and digital fluency) with timeless virtues of structure, discipline, and resilience, there’s no limit to what you can achieve. Take it from someone who started at the bottom, worked those crazy hours, stumbled often, but kept getting back up – it’s worth it. The journey won’t be easy, but it will be richly rewarding. The future of work belongs to those who are willing to put in the work. Embrace that, and you’ll thrive in this AI era and beyond. Good luck – I genuinely can’t wait to see how far you’ll go.

Sources:

• Gen Z workers are streaming while working from home, survey finds — Fortune (April 1, 2025)

• Employers Would Rather Hire AI Than Gen Z Graduates: Report — Newsweek

• Hiring Managers Say Gen Z Workers ‘Lack Work Ethic’ — Money