Sept. 9, 2025
Unlearning Gen Z in the Workplace w/ Jaquetta Ross
Send us a text Jaquetta Ross joins us to debunk common misconceptions about Generation Z in the workplace and shares insights from her 12 years of working with this young adult population. • Gen Z is often mischaracterized as entitled, naive, and lacking work ethic when they actually crave mentorship and genuine connection • They're exceptionally good at recognizing authenticity and will respond to leaders who are real with them • Many Gen Z behaviors stem from watching older generations be ...
Jaquetta Ross joins us to debunk common misconceptions about Generation Z in the workplace and shares insights from her 12 years of working with this young adult population.
• Gen Z is often mischaracterized as entitled, naive, and lacking work ethic when they actually crave mentorship and genuine connection
• They're exceptionally good at recognizing authenticity and will respond to leaders who are real with them
• Many Gen Z behaviors stem from watching older generations be "fake and miserable" in professional settings
• Building relationship before offering criticism is essential - you must earn the right to be heard
• Gen Z needs emotionally mature leaders who are as invested in their success as their own
• Their sensitivity often comes from questions about belonging rather than inability to handle feedback
• They bring unmatched creativity, sincere commitment, and willingness to challenge outdated systems
• Once they find their purpose, they "lock in" and hold everyone accountable to standards
• To lead Gen Z effectively: be straightforward, don't pander, build security within yourself, and be genuine
Join us for our upcoming series on leadership types where we'll help you identify your particular leadership style.
00:00 - Introduction to Unlearning Gen Z
04:21 - Misconceptions About Gen Z at Work
09:55 - Authenticity and Connection Matter Most
17:06 - Mentorship: What Gen Z Really Wants
27:25 - Emotional Maturity for Leading Gen Z
43:02 - Understanding Sensitivity and Feedback
52:36 - Gen Z as the "Upgrade" Generation
01:01:25 - Final Advice: Be Straightforward, Not Cool
WEBVTT
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yo, yo yo.
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What's up, everybody, and welcome once again to the unlearned podcast.
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I am your host, ruth abigail aka ra.
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What's up, friends it's your girl, jaquita and this is the podcast that is helping you to gain the courage to change your mind so that you can experience more freedom.
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We are here in our series on Unlearning Gen Z, gen Z.
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Generation Z.
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Listen, I just got one question to ask the people.
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Did you miss me?
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Huh, yeah, because technically we should have done this differently, because technically, on this particular one, jaquita is our interviewee.
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Okay, for this particular one she's not really like co-host Jaquita, she's interviewehost Jaquita, she's interviewing.
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Jaquita, you know what I'm saying, so I need a moment.
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I need a moment okay, so.
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I'm supposed to like introduce her.
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You know I'm saying like I introduce all the other people, so we're gonna try to do that.
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I know y'all know Jaquita no.
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I want to hear it, okay?
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Well, I, I'm not gonna do that.
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I'm really a bad introducer, so I'm just gonna tell you you like it's not going to be great, but y'all, we so excited to have a fix your face, we so excited to have this incredible guest to help us round off, round out our conversation about the next generation.
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You know her, you love her.
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This is Miss Jaquita Ross, who has been working with this generation for about six, seven years now.
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Jaquita, girl longer than that.
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How old is gen z right now?
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I don't know.
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They are mid-20s, 28 I think it's no I've been working with the I'll be where I've been working with these children since 2013 oh wow, okay they were around in 2013.
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12 years You've been working with this next generation for 12 years.
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Absolutely, I have.
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And really focused on them in their young adult phase.
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See, I'm focused on them when they're teenagers.
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My Lord.
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And then they go from the teenage years to the young adult years, and that's where Quita picks up.
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You know what I'm saying?
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Listen, so Quita been working off.
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It's a hand, it's a handoff.
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It takes a village it's like an assembly line, all right I take mine.
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Yeah, yeah, that's it, that's it, that's it.
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So what we're going to talk about is uh, today we're going to we, you know, we've talked to a couple of um, we talked to an entrepreneur, we talked to a recent college student and we talked to a youth pastor.
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Now we're going to talk to somebody who is in the kind of professional career space with this generation.
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Now, quida, like, if there's anything that I hear about this generation when it comes to the career space, it is mostly negative.
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I mean, like you know, I know, I know it's a little sad, but, like you know, they, they, they want more than they deserve, they are um, you know, they don't work hard, they don't know how to talk to people.
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These are things I hear, right, and to some degree I've experienced them.
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I won't say completely, but I have experienced it on some level.
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I do not believe that it's the, definitely I don't believe that's everybody, but what are some of the things that you hear about this generation in the workplace?
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I just don't know a lot of people that are excited about Gen Z in the workplace.
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Interesting.
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So you're asking me what I hear, or what I experience.
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What you hear, okay, definitely what I hear about Gen Z is that they're entitled, that they are naive right that they don't understand structure or know how to navigate difficult circumstances, that, uh, these are things I've heard now that they give up quickly and easily, like there's not a lot of tenacity.
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Um, you know, I think that there are a lot of misconceptions about generations, but I mean, I think it's, I think it's, you know, important to know.
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They said the same thing about us.
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They did.
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I think about the same thing.
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They did yes, they did yes, they did.
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Yeah, but I think that there's this general note, um, that Gen Z doesn't want to, doesn't want to work, that they're stuck on their phones and that they don't know how to engage the real world.
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Yeah, but your experience.
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So let's talk about your experience.
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I would say my experience has been honestly quite different than that, honestly quite different than that, and I think I think the first piece of that is because, gen Z, I think I think it's going to be important for people to understand their, their aptitude for recognizing real Right, and if you're real with them, they'll be real with you.
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And if you can get to a place, to that relational place where you're actually hearing them, I think you would experience them differently, because if our perceptions of them come only from what we see or from what we've heard, and not from conversation and relationship, you're going to misjudge them every time.
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I think they are very sincere, they're very genuine, they're very.
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What you see is what you get.
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You know like they are not.
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I think what they what we call they don't know how to be professional is.
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They stopped, they watched and saw people be fake.
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They saw people and not only did they see people be fake, they saw people fake and miserable, and I think Gen Z has they have.
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Their motivation is I don't want to be miserable.
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Give me an example.
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When you say people fake and miserable, who are these people and what did they see?
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I think, I really think some of their older generation, like, they've seen people put on faces.
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They've seen people talk one way in front of a group of people but then when they're in private spaces with those people whether that's family members, whether that's people, adults, that they are just around they've seen people be different in different settings.
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They've seen them, you know, put on the professionalism and the mature face, but then in another setting it's like you're a completely different person, Right?
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Is that new, though?
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I mean like, is that not?
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Did we not see that?
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Like?
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Why is that so?
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Why is it?
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Why do you feel like?
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Do you feel like that impacts this?
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Well, let me just ask do you feel like that has impacted this generation more than it has older generations, particularly our generation?
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Because I would say that we've experienced that to some degree?
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Yeah, no, we definitely experienced that.
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But I also think that we were in a different time and progression of history, like you know, when we were coming out and we were born in mid late 80s, right, right, you know like the 80s was a completely different landscape than the early 2000s.
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Very true, when they were coming about.
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You know, like the 80s, you know just even like the freedom of expression and and just like the you know what community happening on a computer or on a phone, I will say that I think that relational things do have to be taught for them.
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Yeah, yeah, okay.
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But I think the misconception that needs to be challenged is that they don't want it All right, that all they want to do is be on their phones or to be walking around, you know, living in a, you know pretend, you know intellectual technology based landscape, and that's not true.
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They very much want connection.
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They very much want mentorship, and that has been.
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I think if I had to label something as my biggest experience is that they want mentorship.
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And if you have experienced in your time that someone from the Gen Z population did not want to be, that you felt like you weren't being heard by them, it's probably because they didn't feel heard.
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Let me ask this, because this is something, this is a tension that I personally struggle with right as a leader.
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I definitely feel that I think you hit it spot on that Gen Z, especially in the workplace, does want mentorship.
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They do want connection.
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I agree with you a thousand percent.
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It is not that they don't want it.
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What is?
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How would you help leaders, and particularly our, our generation?
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Because we are, we, as weird as it sounds, and we talk about this a lot like we're we're the adults in the room now and it's very weird Right.
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And so we're the more adult by the day by the day, by the day, hour by the day.
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And so we, we are the ones, that ones that they are often looking to, but we got our own stuff right and we're trying to figure things out.
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And we're trying to figure out how do we move, how do we lead and how do we make decisions.
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How do we grow?
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How do you help leaders who are growing, who are charged with leading this next generation in the workplace?
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How would you help them to?
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What are some tips or what is some advice you would give as to how to mentor well while also growing yourself?
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Yeah, you know, when I, when I first started kind of in like the campus life space, I had a group of guys that were like they were my guys, still are my guys to this day, to this day.
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I ain't even got name, no names.
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Y'all know who you are, you know you're my people, you know I'm down with you, you know.
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But I had a group of guys and I I mean like they were like my children, like they were like my crew.
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I had girls too, but I had, I had my guys and, um, I remember, because I'm a woman, I tried to be very intentional about getting them in spaces with men like I, you know, like I was like okay, why don't y'all go talk to you know such and such down the hall about this?
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Or you know, talk to me like don't, don't stop talking to me, but have you ever talked to such and such?
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Or have you ever had a conversation and it was like nah, because he looked like going to tell me to pull my pants up.
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And you know and go, hey, young man, young man, young man, come here, come here, young man, you know.
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And they was like, nah, I'm not, I'm not going to talk to them Because they're they're going to come in with criticism first.
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And I think what we read as correction they hear, as you don't think I'm good enough.
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You know what we think is encouragement, right, and, I think, I think, being mindful that they are always reading between the lines, because, again, they are really, they are really good, they are a generation that is really good at reading people.
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Sure, right, they are really good at knowing your intentions, knowing if you know, if you really care about them, if you really want to be down for them, if you're really trying to be here for them.
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They really, they're really aware of that.
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And so I think my, my first tip would be have open-ended conversations, like, don't go into the space saying, okay, I know exactly what I'm going to tell them today.
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Yeah, yeah, yeah, you know, have, when you are, you know, again, my crew from that time in my life.
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They're still my crew to this day, right, they know they can come and talk to me about anything and half, even when it was scary, you know, right.
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They know they can come and talk to me about anything, because I've always left it open and never, uh, when we, when you uh go into the conversation with the mindset of I'm going to fix that in you, you know what I'm saying.
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I'm about to tell you about yourself and you're going to listen to me because I'm older, you're going to be very disappointed because that person, that that, especially from the Gen Z generation, they will shut down and they won't tell you that they shut down.
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Now, some of them will cause they can get feisty but they will shut down.
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And so you do have to, you do have to work your way in through relationship, and relationship happens on the foundation of understanding and so have open ended conversations.
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So I remember there was one time in particular that I knew I looked at one of them and I said I got to talk to him.
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I got to talk to him because I can see it on him, something ain't right.
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So I was like, hey man, come downstairs with me real quick, because we had like a storage closet downstairs and so I was just talking to him and I was like, hey man, hey man, say man.
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Um, he said to him and I was like hey man, hey man, say man what you been doing.
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What's up?
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And then immediately it was.
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It was almost like he wanted to give that to me, right, because I didn't go in and say you know what?
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I see exactly what you've been doing and I can tell you about yourself and let me tell you what you're going to change.
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Yeah, let me tell you what you need to get together.
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Ours is going to mess you up.
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Yeah, right, but once he opened the door, I can walk.
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I can walk in through an open door.
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We spend a lot of time trying to break down and bust down other people's doors without getting allowed in, and I think, especially with Gen Z, we feel like we have a right to their door.
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Like you're a kid, let me in.
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You don't know nothing.
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Let me tell you what you're going to do.
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That's right.
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Let me tell you what's right to do.
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And then we wonder why Then we start labeling them when really it's an us problem?
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Really it's an us problem because they're, absolutely they are, very sure of their rights, and you know, and of their, of their self autonomy.
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Yeah, You're not coming up in my space, You're not doing that.
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When I worked at the last school I worked at, I was teaching a class and so you know like it was an afternoon class, so you know the students been doing stuff all day and they come to class.
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I promise you, every week this girl came in with a new work uniform on.
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Like one day she was working at Bojangles.
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Then she would come in and she'd be like I'm at Krispy Kreme now, Ms Ross, because Bojangles was tripping.
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Then the next week it's Bath and Body Works Girl.
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I had to leave Krispy Kreme because they was tripping over there.
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They was going to play with me.
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The next week, JCPenney's Girl.
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I couldn't fool up and I was like child ain't, no way.
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You got a new job every week.
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But there's this sense of self-autonomy and I got to protect myself and I got to cover myself, and mostly because people think that they can come at me any kind of way, meaning people think that they can talk to me any kind of way, say anything that they want to say, because I'm young, and so when we, when we put them in those positions, yeah, they buck back.
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So this is interesting and I think this is something that our general we didn't grow up with parents that had that kind of yeah, you got hit in the mouth.
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Care about that.
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I'm sorry you might need to bleep that out, definitely keeping that.
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But, yes, right, that happened, right and that whole.
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like you know, I'm just going black history right, it's just what it is.
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And I do think that's that's, that's a, that's a real thing, that's important, like that wasn't how we were.
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We were not brought up.
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You know, we, every, I think every generation has this complex of you know.
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You know this will happen to me and I think it's healthy to unlearn, because there are things that we should just stop doing.
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And so what are the characteristics?
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I think, especially in the workplace, when you're talking about relationship and building relationships and connection in order to, like the way I like to say it is, you know, earn the right to be heard.
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It's a phrase we use all the time, um, in, you know, in youth ministry, right?
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dang but what earn the right to be heard.
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Yeah, that's what you described.
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Like you earn the right to be heard.
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Like, in other words, like I'm going to be a um, we're going to build relationship, so that I'm gonna I, I'm going to make deposits into you as the leader.
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You earn the right as the leader you earn the right to be heard.
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I was thinking it was the other way around.
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Oh no sorry that, like the, the, the children got to earn the right to be heard.
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Oh, no, no, no no no, no, no, no, no you better.
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Maybe I'll hear you out.
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That's hilarious.
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No, let's be clear Us as the leaders.
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We earn the right to be heard by kids.
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Okay, glad we cleared that up.
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I'm glad we did too, Cause I was like, why is she looking like that?
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Like that's actually I, just that's what you just said.
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But but we, we, we learned how to do that Right, and?
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And the other way I like to think of it is it's like you know your relation relational bank account Right and, and the other way I like to think of it is it's like you know your relation relational bank account Right.
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So, like you, you, when you, when you take, when you don't have any money in your, in your account, and you withdraw without any having to deposit anything, you go into the red.
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And so that's the same thing with relationships.
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You have to deposit before you you know you take out, right, yeah, um, with for you withdraw, and there are moments where you have to withdraw with with younger people, because there are things that have to be corrected, there are things have to be taught, there are things that you know like, but I, I can understand you start doing that immediately.
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You start off in the red relationally.
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So what are?
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That is something.
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But again, I've been trained that way.
00:18:24.671 --> 00:18:25.472
You've been trained that way.
00:18:25.472 --> 00:18:26.585
We've been doing this for a long time.
00:18:26.585 --> 00:18:32.894
Most people our age and who are in these spaces aren't, don't are not, trained to do that Right.
00:18:32.894 --> 00:18:33.561
That's not.
00:18:33.561 --> 00:18:36.049
That's not a skill that's built up.
00:18:36.049 --> 00:18:44.253
What are the characteristics that people need to work on in the workplace in order to get to that point?
00:18:44.253 --> 00:18:46.222
What are the characteristics that you're like?
00:18:46.222 --> 00:18:50.845
Hey, if you're going to lead Gen Z, well, you need to make sure that these things are built up in you.
00:18:51.507 --> 00:18:53.474
Okay, that's a wonderful question.
00:18:53.474 --> 00:18:58.691
I want to make a point because, as you were talking, something came up and I want to make that point.
00:18:58.691 --> 00:19:00.962
Then I want to answer your question.
00:19:00.962 --> 00:19:17.012
When I start off any relationship with a young leader and I, I set the precedence for what that relationship is going to look like and I sit down with them, especially in the workplace, since we're talking specifically about that.
00:19:17.012 --> 00:19:21.526
I sit down with them and I let them know I'm an investor, right?
00:19:21.526 --> 00:19:22.366
I?
00:19:22.366 --> 00:19:31.865
My job in this relationship is to pour into you and to invest in you so that you get to the next place you're supposed to get to.
00:19:31.865 --> 00:19:42.945
And so, because they know I'm not I'm and I tell them straight up I'm like, listen, you're going to learn to do this job and you're going to learn to do it Well, I have no doubt about that.
00:19:42.945 --> 00:19:44.349
That's why I bought you on my team.
00:19:44.349 --> 00:19:57.315
All right, I am invested in where you're going and I think that that sows a necessary seed to where, immediately, I'm trusted.
00:19:58.119 --> 00:20:00.990
My opinions and advice is welcome.
00:20:00.990 --> 00:20:08.037
My guidance on, if they're struggling between what to do and how to do it.
00:20:08.037 --> 00:20:52.355
My guidance is asked for because they know I'm invested in, not just what they're doing, because I already believe in you, right, but not only do I believe in you for this moment, I believe in where you're going, yeah, and that I have found has been my secret sauce, if you will, especially with Gen Z, because I think, like, like we stated, so many people don't believe in them just because they're young, you know, just just because they're young, just because they haven't had the same experiences and the same, um amount of uh, they don't.
00:20:52.355 --> 00:21:20.305
They don't come from the same generation that we do, they, they, they grew up in a completely different world than we did, but they're so capable, um, and if you start off with the statement I believe in you, I'm going to invest in you because I believe, I think that sets the proper stage for you to continue to push forward and building that relationship with them.
00:21:20.305 --> 00:21:24.730
Now I'm trying to remember the question, okay.
00:21:24.891 --> 00:21:25.972
So no, that's good.
00:21:25.972 --> 00:21:27.855
So what are the?
00:21:27.855 --> 00:21:35.647
What are the particular characteristics that people need to build up in themselves in order to have the stamina to build relationships?
00:21:35.988 --> 00:21:47.673
Let me tell you first, off the bat, okay, you, emotional maturity, emotional intelligence, yeah, okay, don't come in needy.
00:21:47.673 --> 00:22:08.722
I like, if you are looking to build up your self-esteem off of the affirmation and off of the love and the mutuality with a young adult, you're going to be disappointed, right, and you're going to make the moment about you.
00:22:08.722 --> 00:22:28.974
And there is, I think, as a millennial and as a middle adult, there was a moment when I realized that we're the bridge, that we are the bridge between the younger generation and the generations that are ahead of us, sure, and that older generations need us to be the middleman.
00:22:28.974 --> 00:22:30.500
You know, I'm all about middle management.
00:22:30.500 --> 00:22:40.797
They need us to be the middleman in order to help equip and build these younger leaders so that they can take their places.
00:22:40.797 --> 00:22:43.586
Right, because the older generation, they ain't going to do it.
00:22:43.586 --> 00:22:44.971
No, they ain't going to do it.
00:22:44.971 --> 00:22:47.869
It is upon the middle adult.
00:22:47.869 --> 00:22:59.988
It is, and it should be as it should be, for sure, but it is upon the middle adult to take Gen Z, take your rightful place.
00:23:00.280 --> 00:23:03.387
We know you and I'm going to get you to where you're supposed to be.
00:23:03.387 --> 00:23:04.171
Yes, like Rafiki holding up Simba.
00:23:04.171 --> 00:23:06.259
We know you, yeah, right, and I'm going to get you to where you're supposed to be Right.
00:23:06.259 --> 00:23:08.528
Yes, like like Rafiki holding up.
00:23:08.528 --> 00:23:15.663
That's Simba Circle of life, but you know it is.
00:23:15.663 --> 00:23:16.203
It is.
00:23:16.203 --> 00:23:20.432
You have to be in a very unselfish space.
00:23:20.432 --> 00:23:24.362
Yeah, yeah, yeah, you know in order, because you have to be.
00:23:25.182 --> 00:23:32.715
if you're going to work with that generation, you have to be just as invested in their success as you are your own.
00:23:33.086 --> 00:23:35.775
All right, pause, pause, because that's something we need to hear.
00:23:35.775 --> 00:23:46.977
I need you to say that again because I think that is a huge tension and that's why I want it, particularly with leaders who are still in their own growth phase.
00:23:46.977 --> 00:23:51.009
I mean, I take myself as an example, right Like you got to be.
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