Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
A growing number of Gen Z workers feel like time is running out before their careers even get started — and it’s impacting how they approach work, money, and opportunity.
A recent survey of 2,000 Gen Zers by EduBirdie reveals that age-related mental blocks, outdated stereotypes, and social media-fueled pressure are making them second-guess their own potential.
From believing managers should always be older to thinking a career switch after 30 is too late, Gen Z’s anxieties are shaping their professional decisions in ways that may actually slow their growth.
Three Gen Z Career Beliefs Holding Young Professionals Back
Avery Morgan, CHRO at EduBirdie, identified three recurring myths that are sabotaging Gen Z’s success — and offers a hard reset on each.
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“Having a younger boss is cringe”
One in three Gen Zers admits they feel awkward reporting to someone younger, but rejecting youthful leadership could be career-limiting.
“Nearly a third of Gen Zers say having a younger manager is cringe,” Morgan said. “But here’s the thing: dismissing younger managers can stall your own rise.”
In flat, fast-moving companies, leaders often skew young, and resisting that structure can flag you as inflexible. Morgan recommends rethinking what makes a good boss: “Treat management as a skill set, not a birth year.”
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“It’s too late to change careers”
A surprising 27% of Gen Z believe the window for switching careers closes before age 30, which is a mindset that could leave them trapped in jobs most at risk of being automated.
That belief can lock workers into roles most threatened by automation. So workers should try their best to lean into career agility. With job-switchers earning an average of 7% more per move, flexibility can be profitable.
On top of this, Gen Z’s fear of falling behind can cause them to over-commit to early career paths, even when those paths don’t align with their skills or long-term goals.
Instead of experimenting or pivoting when needed, they may cling to roles for fear of starting over, delaying meaningful growth and greater job satisfaction.
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“I need to hit six figures by 35”
Nearly half of Gen Zers are chasing a $100K salary before they hit their mid-30s, often without regard for geography, cost of living, or overall financial health. This rigid deadline fuels burnout, lifestyle inflation, and impulse job-hopping.
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Instead, workers should align pay expectations with net worth goals and set realistic, tiered benchmarks that include benefits like equity or professional development budgets.
Many young workers are also comparing their earnings to online influencers or startup success stories, distorting their understanding of financial progress. This pressure can create unrealistic timelines and reinforce the idea that slower, steady advancement means failure — even though most real-world careers unfold over decades, not months.
Beyond the workplace, Gen Z is also battling self-imposed age limits in their personal lives. The survey found that 30% believe they’ve already peaked, and 15% have lied about their age at work to gain respect. But young professionals should be reminded that competence can outshine candles on a birthday cake:
“In most workplaces, competence will age you up faster than birthdays ever will,” Morgan said.
Despite their anxieties, a strong 73% of Gen Zers still believe their best years lie ahead. With the right mindset and a more flexible outlook, that optimism could fuel a new kind of career success — one not limited by outdated timelines.
