Grose argues that for the generation known as Generation Z (roughly born mid-1990s to early 2010s), working has in many cases become more psychologically damaging than being unemployed. Key points:
- Job hunt has gotten worse. The article says that entry-level job-seeking has become hyper-competitive and dehumanised. For example:
- Because applications are all online, the barrier to apply is low → many more candidates per job.
- Early rounds of screening are increasingly done by AI or algorithms rather than human recruiters. One worker said “19 of those 20 interviews were with bots.”
- The author quotes economists saying young job-seekers are as unhappy as unemployed ones.
- Having a job doesn’t guarantee quality. Once employed, many young workers report:
- Heavy workloads, multitasking multiple roles in one job.
- Poor benefits and minimal training/mentorship.
- High levels of surveillance (“bossware”) tracking keyboard use, movements, idle time, etc.
- A feeling of low autonomy: “You feel that you have no job control … rather than just being directed as an automaton.”
- Mental health is suffering. The article references a working paper by the National Bureau of Economic Research (NBER) analysing a large health-survey dataset: young workers under 25 now register so many “bad mental health days” that their despair is roughly on a par with their unemployed peers. Also job satisfaction among under-25s is ~15 points lower than for people over 55.
- Why is this happening? Two hypotheses.
- One: Young people’s expectations have changed. They expect work to be fulfilling, meaningful, autonomous; social media increases comparison to peers.
- Two: The actual conditions of work have worsened (more intensification per hour, more surveillance, less job quality).
The author leans toward the second as the underlying driver.
- Young people’s responses. Some Gen Z workers are responding by:
- Considering entrepreneurship or freelancing to regain autonomy.
- Supporting unionisation and collective worker power.
- Re-thinking traditional corporate career paths.
- A plea to older generations. The article concludes with a call for older workers/management to meet Gen Z with compassion, not disdain, because their reality is different.
Why the experience may feel so damaging
- The combination of hypercompetition + digital screening means many young people never get meaningful human contact in job-applications. That itself can feel de-motivating and alienating: imagine applying for dozens of jobs and hearing nothing back, or only seeing bots.
- The idea of “job quality” matters a lot. Researchers emphasise that autonomy, meaning, manageable workload, and support are central to a good job. If a job offers none of those, it can damage mental health more than being idle.
- Surveillance technologies and “bossware” create a sense of being constantly monitored, which can undermine trust, self-efficacy and lead to burnout.
- Social/psychological factors: Gen Z have grown up with social media, many crises (climate, pandemic), rising costs of living, student debt. So they may have less buffer and more stress around work meaning and security.
- The changing nature of work: The article points out that though hours may not always increase, the intensity per hour is going up (more multitasking, more meta-work, more monitoring). That can erode wellbeing quicker.
The generational comparison
It’s important to note that many previous generations did face bad jobs, layoffs, recessions (e.g., millennials in 2008). But the mix here is different: the screening technologies, the surveillance, the gig/contract orientation, the hybrid/flex work, the blurred boundary between life and work, the pervasive social comparison. That may make Gen Z’s experience qualitatively different, not just quantitatively worse.
- The article is an opinion piece. While it draws on credible research (e.g., the NBER study) the framing is interpretive.
- The phenomena discussed are very U.S.-centric (the labour market, norms, culture). The degree to which things mirror in other countries will vary.
- There’s heterogeneity: not all Gen Z workers are in soul-crushing jobs; many still find good roles, feel fulfilled. But the trend is worrying.
- There’s a feedback loop: if many young people believe “work sucks” then their engagement, expectation, trust might drop, which can worsen outcomes.
What this might mean going forward
- Employers will increasingly face a mismatch: they need talent, but younger workers may demand higher job-quality (autonomy, flexibility, meaning) and may decline roles that don’t offer it.
- Mental health: Organizations and societies will need to pay more attention to young worker wellbeing, since job dissatisfaction is not just a morale issue but a health issue.
- Work design might shift: more flexibility, more remote/hybrid work, flatter management, less micromanagement and surveillance. Jobs might need to emphasise meaningfulness, growth, fairness.
- Career models: Traditional “climb the corporate ladder” may decline in attractiveness; more Gen Z may prefer “portfolio careers”, freelancing, entrepreneurial side-hustles.
- Policy implications: Labour policy might need to catch up: oversight of worker-monitoring tech, rights around algorithmic screening, protections for young workers entering the market.
I find the article compelling and convincing: I believe that for many young workers, having a job is no longer a guarantee of sense of security, meaning or wellbeing. In fact, if the job is low-quality it may be worse than waiting for something better (though waiting has its own risks).
I’d emphasise three additional points:
- Expectation vs reality: If you enter the workforce expecting “your first job will teach you, support you, give you mentorship” and instead you find yourself thrown into heavy workload without training or autonomy, the gap hurts.
- Micro-power matters: Even small levels of control (when to work, how to do it, breaks, social interaction) matter a lot to wellbeing. Workplaces that ignore this are playing with fire.
- Transition into employment: What happens after you get a job matters. Early-career experiences set the tone for future attitudes: if you’re burnt out at 23, you might disengage or leave early. That cost is borne by worker, employer, society.
What this means for YOU (if you’re a young worker)
If you’re in your 20s (or soon to be), here are some pointers derived from the article plus my reflections:
- Be selective about first jobs: It’s easy to take “anything” just to get a foot in the door—but if the job has very low autonomy, high surveillance, minimal growth/training, ask yourself: is this a stepping stone or a trap?
- Ask the right questions in interviews: Instead of only “what’s salary?”, ask: What does growth/training look like? How are employees managed/tracked? What autonomy will I have? What’s the real workload?
- Maintain boundaries: If you find yourself with high monitoring, minimal rest, no time for life outside work—consider: is this sustainable for the long term? Guard your wellbeing.
- Build agency & skills: If job quality is low, invest in your own learning, network, side projects, to keep future options open.
- Mind the mental health signals: If you’re experiencing persistent “bad mental health days” (stress, depression, feeling trapped), that’s a red flag. Work is a big part of life—not everything—but if it’s damaging your health, it becomes a major issue.
- Talk to mentors/peers: Compare notes, don’t assume your job is “just part of the process”: sometimes it is, but if it’s severely misaligned with your values/health, you may want to pivot early rather than stay in a role that drags you down.
Some Similar Questions Asked by the People?
Why does Gen Z have higher rates of depression?
Depending on the socioeconomic situation, some Gen Zers encounter issue-specific stress such as fears tied to housing instability, food availability and nutrition as well as debt. Academics also top the list with 61% of teens feeling the pressure to achieve good grades which leads to getting into a college of choice.
Are unemployed people more depressed?
Although many factors contribute to depression, unemployment is consistently associated with high rates of depression among adults (8,9). Unemployment may contribute to depression because of losses in social contact and status or stress related to income loss.
Why does Gen Z struggle at work?
According to a recent US Harris Poll, 65 percent of Gen Z workers said they struggle to make conversation with colleagues. Core social skills like listening, adapting to different communication styles, and building rapport are essential for workplace success.
What percentage of Gen Z is unemployed?
Millions of U.S. Gen Zers are not in employment, education, or training, but American men are struggling to find opportunities more than women are. Currently 9.1% of men ages 20 to 24 are unemployed compared to just 7.2% of women, a gap that’s persisted since the thick of the pandemic.
What are the top 3 causes of unemployment?
Today’s economists point to three main types of unemployment: frictional, structural, and cyclical. Frictional unemployment is the result of voluntary employment transitions within an economy. Frictional unemployment naturally occurs, even in a growing, stable economy as workers change jobs.
What is the most stressful generation?
Although the stress of experiencing a continuing polycrisis affects people of all demographics, recent research from GlobeScan shows that Gen Z respondents across 31 countries and territories are more than twice as likely to say they frequently experience stress and anxiety than are Baby Boomers and older.
Does Gen Z prioritize salary?
While salary is the most important factor in deciding on a job, Generation Z values salary less than every other generation: If given the choice of accepting a better-paying but boring job versus work that was more interesting but didn’t pay as well, Gen Z was fairly evenly split over the choice.
