Yes, it’s another piece about AI—but this one’s different. (We promise!)
At this point, the conversation around Artificial Intelligence has reached a fever pitch. It’s talked about ad nauseum, and even reactions to those conversations are everywhere—we’ve reached the stage where we’re creating memes about the memes. For those of us who have worked for many years without the assistance of AI, it can feel exhausting and intimidating to be constantly force-fed new technology at every turn. But for the younger team members—the digital natives—this is business as usual, right? …Right?
As with most things generational, it’s not quite that simple.
Gen Z’s Mixed Stance on AI
There’s no denying that many Gen Zers are loving AI, and it’s completely changed how they live their lives. If this wasn’t the case, there wouldn’t be so many college professors struggling to teach while students turn in AI-generated work. For many months, that frustration was one-sided and pretty predictable: professors were bemoaning the lack of critical thinking that assignments were requiring of students, and students were continuing to use AI (despite specific requirements that forbade it). I think most of us who have watched the development of AI over the past 4 years could’ve seen this one coming.
Here’s where it gets interesting, though: in some cases, the tables have turned. Last summer, Fortune Magazine reported that on some college campuses, students are frustrated that their professors are using AI for tasks such as class prep or grading assignments, in what students are calling an “over-reliance on tech.” Just as instructors had lamented that the value of education was being eroded by AI, more recently, students have been questioning why they’re paying so much for tuition, only for their professors to lean on intelligence that doesn’t come from their years of research and experience.
The takeaway here: Gen Z’s relationship to AI is complicated.
Why is this? To chalk it up to only one reason would be reductive, but it’s always important to place major cultural moments in their context. For Gen Z (and even younger Millennials), there is so much about their lives that has felt out of their control, isolating, and automated. Consider how prevalent phones and social media have been over the course of their lives: they haven’t been able to escape them. And while iPhones and the “there’s an app for that” mentality was convincing for nearly two decades, many young people are realizing that it comes at a cost—they know that it has inhibited their ability to connect socially, so much so that it has become a trend to “ditch the smartphone, and embrace the dumbphone.” And yes, we know you probably don’t need reminding, but all of this came after the Covid-19 pandemic interrupted their high school and college years.
The confluence of these major cultural events has resulted in heightened isolation, decreased motivation, social anxiety, and lower levels of critical thinking. And before you think we’re dunking on Gen Z, we’re not: these are things they know have happened to them—and many of them are frustrated by it. So, it shouldn’t come as a surprise that a recent study found that nearly half of Gen Z don’t want to touch AI. And when you stop to think about why that might be… who can really blame them?
How This Impacts Your Workplace
Whether they love it or hate it (and like we said, there are Gen Zers in both camps!), here’s the bottom line for your workplace: AI is still a new skill, and how you introduce it, require it, and teach it in your workplace will make all the difference. If you’re announcing new technology, recognize that it may come with a heavy dose of anxiety, even from younger team members. In fact, a 2025 Gallup report found that over 40% of Gen Zers feel anxious about using AI—not necessarily because they’re opposed to it, but simply because it’s intimidating.
We’ve written about the important distinction between the terms “Digital Native” and “Digital Expert” before, but newer data is continuing to affirm the truths we shared: that same Gallup study found that while lots of Gen Zers use AI to assist them in basic daily tasks, many of them lack the skills to check that assistance for accuracy or quality. And before you go guffawing at their ineptitude, consider that in the report, 63% of Gen Zers said that AI integration should be paired with soft skills training, which tells us that they know they need assistance. This is big, and it’s not something that’s a standardized part of education yet… which means it’s up to you to manage this change for your team.
As always, we won’t spell out a problem without offering a few solutions. Here are our team’s recommendations for handling AI integration:
- Teach judgement, not just AI tools. If AI has taught us anything, it’s that the tools will continue to change. However, judgement is a critical skill that needs to be reinforced no matter what.
- Poll your team often to see where they stand with AI, and change roll-outs as needed. In some cases, your team’s skills are going to change just as quickly as the tools are changing, so regular pulse checks are essential for success.
- Pair AI training with communication expectations. How should AI be used in emails, reports, or client work? Set clear standards so your teams aren’t guessing. This one is important—and if college professors’ struggles have taught us anything, it’s that strictly forbidding AI (or in this case, strictly requiring it) isn’t a clear-enough expectation.
- Rethink your team’s professional development essentials. No more “when I was their age” positing! So much has changed, and what we expect our teams to intuit is different now, which means that your professional development training has to close whatever gaps you’re seeing. AI is totally changing the first five years of work, which means simple tasks that early-career professionals used to learn on the job (like judgement) are no longer accessible.
- Integrate AI training into career pathways. This one is essential for long-term retention! And while we’re at it, don’t forget to acknowledge that career pathways will look different in the future (i.e., there will probably be more lateral moves than vertical). Simple ways to get started on this? Create early career development like rotational learning programs, shadowing senior leaders, and structured mentoring.
AI is perhaps one of the most impactful changes happening in today’s workplace, and how you manage this change will make a major impact on your culture, your team’s retention, your organization’s revenue, and long-term company success. We’re on a mission to help leaders lead with generational awareness so that they can bring out the best in their people—whether they’re using AI or not. Your human leadership is needed now more than ever—and ChatGPT can’t replace it.
Did you like this week’s post? Then you might like these posts below.
Yes, Mass Layoffs Are Impacting Your Team
The 2026 Workforce Trends Playbook
The Shifting Conversation Around Burnout: A Reflection on the 2026 Winter Olympics
What’s Next?
If your team is navigating generational friction, stalled performance, or culture misalignment—it’s time to take action.
At GPS, we’re on a mission to help organizations unlock clarity, communication, and performance across every generation. And we don’t just talk about results—we deliver them in 90 days or less.
Let’s bring out the best in your people.
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