Hustle looks different now (and that’s a good thing).

At-a-Glance:

✅ Gen Z isn’t lacking grit—they’re showing it differently

✅ Why traditional work signals are missing the mark

✅ How leaders can shift perceptions and unlock Gen Z’s strengths

Rethinking Grit: What It Looks Like Today

For generations, grit has been measured in long hours, constant availability, and visible hustle. Think: staying late, always saying “yes,” and proving your worth by being the last one out of the office. As top psychologist and author Angela Duckworth’s research has shown, grit is indeed about passion and perseverance over the long term. That’s still true, but what grit looks like in action has changed.

Gen Z is navigating a different world—and they know it. They’ve come of age during back-to-back disruptions: the 2008 recession, a global pandemic, skyrocketing tuition, and a rapidly shifting job market. They're the first generation raised entirely in the digital era, and they’re leveraging that to work smarter, not louder.

Today, grit is less about performative effort and more about purposeful energy:

• 93% of Gen Z knowledge workers use at least two AI tools weekly to streamline productivity (Axios)

• 70% say they would leave a job for better technology (Adobe)

• 84% want to start their own business (Forbes)

This is a generation that sees value in efficiency and grit in the pursuit of meaning and autonomy.

The Perception Gap: Why Misreading Grit Hurts Us All

Still, many leaders misinterpret these behaviors. In one survey, 33% of hiring managers said Gen Z lacks work ethic. But that perception misses the context.

This generation is strategic. They’ve seen what happens when loyalty to a job isn’t rewarded—when layoffs, burnout, and economic crashes hit without warning. Their cautiousness isn’t a flaw—it’s a lesson learned.

They care about mental well-being. They value flexibility. They want growth, but not at the cost of authenticity. And if they don’t "act" like eager interns of the past, it’s not because they don’t care. It's because they don’t equate performative busyness with impact.

The Smart Play: Lead Gen Z Like You’d Lead Any Strategic Shift.

Let’s approach this like any other business challenge: use the data, understand the audience, and adapt the model. Gen Z is not the problem to solve. They’re the partner to build with.

So, how do you engage and retain them?

• Connect the dots to purpose – Gen Z wants to make an impact. Don’t bury the "why" under the job description.

• Offer autonomy with accountability – Give them space to lead, with guidance that builds trust.

Invest in confidence-building tools – Programs like GWI’s Career Accelerator teach communication, leadership, and real-world problem solving so they’re equipped to thrive early.

The Bottom Line

If grit is about perseverance and passion for long-term goals, then Gen Z may be the most quietly gritty generation yet. They’ve endured instability. They’ve adapted fast. They’ve redefined success on their terms.

So instead of asking why Gen Z doesn’t work like we did, ask how we can lead like they need.

And if you’re looking for Gen Z talent that’s already building the skills today’s workplace demands—this is exactly what we built the Career Accelerator for. In just four weeks, young women gain confidence and fluency in the durable skills that drive career success: communication, networking, strategic presenting, personal branding, and daily execution. The result? Early-career talent that’s prepared to lead with purpose—and perform from day one.

Partner with us. Together, we can make sure the next generation of women enters the workforce not only prepared but inspired to lead. We can close the equity gap and build a future-ready talent pipeline. Get involved. 

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