Chapter 1: Understanding Gen Z's Stress in the Workplace

Engaging with a self-identified, high-achieving member of Generation Z can be a daunting task. I immediately empathized with his manager's pressure.

"This makes no sense! Why should I follow these absurd orders?"

How would you react if someone voiced such a statement just moments into a casual conversation? It felt jarring and disorienting, as if I was hit by a verbal blow.

I can only imagine why his manager might have felt compelled to seek our assessment, weighing their options carefully. The conversation was laden with tension from the start.

In sales, we frequently collaborate across different regions. It's a mutually advantageous practice aimed at expanding the global market share, ultimately boosting sales revenue.

Just two weeks ago, I was in discussion with Sebastian about a potential partnership with a German multinational corporation, considering how he could facilitate connections for me in my area. Our dialogue was constructive, direct, and pleasant.

I hold a favorable view of Sebastian; he is diligent, and his reputation reflects that. He has high expectations for himself and is known for his patience, even with challenging clients—so much so that even our most demanding client holds him in high regard.

To my surprise, I received a message from him on Teams expressing concern.

"Aldric, I need your insights on my new team member. I'm seriously contemplating his future with us."

I agreed to help, setting the stage for my upcoming virtual meeting with Andrew. I approached this without any biases, aiming to form my own opinion.

Andrew's demeanor was overwhelming from the very beginning. It reminded me of my Gen X colleague, Joe—similar but distinctly different. I couldn't quite put my finger on it initially, so I let our conversation unfold naturally.

It soon became apparent: Andrew's communication style was aggressive. He didn’t engage in dialogue; he dominated it. He viewed himself as a top performer, convinced that others were impeding his progress.

I found myself holding back my thoughts as he spoke. Honestly, I struggled to assess his version of workplace dynamics.

Andrew operates out of the Berlin office, while I am based in Singapore, separated by a six-hour time difference.

"Why should I follow foolish work orders? It won't work!"

I refrained from debating the validity of his outburst; he might have a point. However, the negative energy radiating from Andrew during our exchange was palpable and disconcerting, especially given that we were merely having a laid-back team discussion—akin to virtual coffee.

This left me pondering: Is this his approach when interacting with clients?

Our conversation got off to a rocky start. I assure you, I didn't do anything to provoke him. All I did was initiate our chat with standard small talk about work.

His response was anything but positive.

"It's terrible. This software is challenging to sell. Clients often don’t grasp what we do during our first call, and many don’t follow up. We need better marketing!"

A classic problem identifier. While this perspective can be useful, it was clear that it wasn't a simple complaint; it was more of an emotional release, and I believe we all deserve to express our frustrations.

“How frequently do you follow up with our prospects? Have you found ways to engage them and close deals? You understand Sebastian needs your support, right?”

Andrew erupted.

“Ninety percent of our prospects in Germany ignore me! Sebastian told me to keep reaching out, but he’s clueless about sales. He gives me ridiculous orders that I just disregard.”

As I sipped my coffee, I was deep in thought, trying to process his aggressive stance. The clock on my laptop read 5 PM in Singapore, which translated to 11 AM in Berlin. It seemed odd that Andrew was so agitated early in the day.

So, what steps have you taken? I inquired.

He mentioned sending weekly emails to his prospects—nothing more. No office visits, no calls, no strategic content—just emails. When they responded, Andrew went straight for the close.

Did he explore their needs? No indication of that. Did he seek to understand their challenges? Not a word on it.

"When they say our pricing exceeds their budget, I just point them to our competitors."

His approach left me perplexed.

Our conversation concluded with Andrew asserting, "I’m a high-performance individual. It's senseless to waste time on unproductive sales efforts. We need better clients, and marketing must improve."

I attempted to convey the importance of follow-ups, noting that clients require gentle nudges to take action, and they dislike being overwhelmed.

But did he understand?

I communicated my thoughts clearly.

The Close

Later that day, I reached out to Sebastian.

"So, what’s your assessment, my friend?"

With a smile, I relayed the negative energy I sensed during the call. It troubled me. Work is demanding enough without adding unnecessary discomfort.

Sebastian offered no response, likely having grasped my feedback.

Would you like to read more stories like this? Don't forget to subscribe!

Oh, and if you're feeling generous, I wouldn't mind a cup of black coffee!

Chapter 2: The Unseen Challenges of Gen Z in the Workplace

In the video Speaking of Psychology: Why Gen Z is feeling so stressed, Emma Adam, PhD, delves into the unique stressors affecting Generation Z in today's work environment, exploring the psychological implications and societal expectations.

The video How Gen Z Deals With Stress offers insights into the coping mechanisms and strategies employed by Gen Z to manage workplace stress, highlighting their perspectives and experiences.