Do you struggle with employees who:

• Don’t meet performance standards?
• Lack basic professionalism in behavior or dress?
• Have an underwhelming work ethic?

If so, you’re not alone. And while it’s easy to complain, complaining doesn’t accomplish anything. Instead, leaders should focus on reparenting the workforce—developing underprepared employees into high performers.

First, Let’s Get This Out of the Way

I’m not a “kids these days” person. Every generation is criticized by the ones before it. As a Gen Xer, I remember when we were labeled the “Slacker Generation.” That’s as close as we ever got to getting a real name. We were supposedly doomed to a whiny, grungy, and apathetic future.

But here we are, now viewed as reliable, hardworking, and dependable.

We grew up. Probably, we should be patient. Maybe we can even help a bit.

That said, today’s younger workforce is less prepared for the realities of work. Consider:

• 75% of business leaders say Gen Z hires lack motivation, communication skills, and professionalism (Newsweek).
• 74% of business leaders believe Millennials don’t have the same work ethic as past generations (Bentley University).
• 77% of recent grads say they feel prepared for work. But they later communicate struggling with basic expectations once hired.
• Common Skill Gaps: Employers report that soft skills, such as problem-solving and clear communication, are lacking.
• Key Contributing Factors: Fewer people pursue jobs in high school or internships in college. The COVID-19 pandemic further disrupted many people’s education and opportunities to learn real-world social skills.

The problem is real. But the question isn’t why this happened. The question is: What are you going to do about it?

Fight with the Army You Have, Not the Army You Want

I get it—this shouldn’t be your job. You shouldn’t have to teach what parents, schools, and past jobs should have covered.

But here’s the reality: You have the team you have, not the one you wish you had.

If underprepared employees are your hiring pool, then your best strategy is to get better at reparenting the workforce and developing your team than your competition. The businesses that are the best at attracting, building, and retaining their teams will win.

The Three-Part Framework: Accountability, Training, and Culture

1. Accountability: Set Standards and Stick to Them

Many employees haven’t experienced real consequences for underperformance. Don’t let that be your problem.

• Be Clear from Day One: Actually, start from recruitment. Define what’s required, what’s optional, and what won’t be tolerated.
• Enforce Logical Consequences (Without Guilt):
  • Show up late? You miss opportunities.
  • Underperform? You get less responsibility, not more.
  • Exceed expectations? You earn more trust and growth.
• Reject “Feelings Over Function” Culture: Acknowledge emotions, but don’t let them override responsibilities.

2. Training: Fill the Gaps—Because No One Else Did

Most people will rise to the level of expectation. Set your expectations high. Communicate and equip for them:

• Teach Basic Professionalism: Time management, conflict resolution, teamwork, and how to take feedback.
• Provide a Clear Growth Path: Many younger workers have not developed an intrinsic career drive. Give them structured milestones so they can see and feel progress.
• Mentorship, Not Corporate Parenting: Guide employees who want to grow. But don’t carry them. Growth is their responsibility.

3. Culture: Make Resilience the Standard

A strong workplace doesn’t enable helplessness—it builds people up.

• Reward Problem-Solving Over Complaints: Require employees to bring solutions, not just problems. Help them understand the qualities of useful solutions.
• Discourage Learned Helplessness: Expect people to think critically before asking for help. Don’t enable them by being their ‘Google’ and just spitting out answers.
• Celebrate Success and Grit: Normalize winning. Reinforce the behaviors you want to see.

Final Thought: Lead the Shift or Get Left Behind

If businesses don’t reintroduce standards, training, and accountability, no one else will. The companies that figure this out will attract, develop, and retain the best people.

And those that don’t? They’ll be stuck in an endless cycle of frustration. That doesn’t have to be you.

Your move.

Take good care,
Christian