Avery Morgan, CHRO at EduBirdie, breaks down 4 ageism-driven mental blocks holding Gen Z back and the quick rewrites that turn them into career fuel:
Having a younger manager is cringe
“Nearly a third of Gen Zers say having a younger manager is cringe [1]. But here’s the thing: dismissing younger managers can stall your own rise: you’ll dodge mentoring, stall on feedback loops, and look resistant to change. Age-based eye-rolls also flag you as a risky hire in flat organisations where leadership skews young,” Avery says.
“Treat management as a skill set, not a birth year. Ask that junior director what metrics earn kudos, request a “reverse-mentoring” swap (you offer market insight, while they teach exec politics), and judge authority by KPIs delivered, but not candles blown out. And remember: if they can lead in their 20s, so can you. Use it as proof that the ladder is climbable early, not as a reason to roll your eyes,” she suggests.
It’s already too late to change careers
“A full 27% of Gen Z think the career-change window closes before age 30 [1]. That locks you into roles most threatened by automation. It also kneecaps earnings: job-switchers gain roughly 7% more per move than stay-put peers,” Morgan explains.
“Map your transferable skills, like data handling, client comms, or project coordination, into growth sectors. Use six-month micro-credentials or part-time boot camps to close gaps, then pilot the switch with freelance or volunteer gigs. Career agility is the best hedge against a job market AI will keep rewriting.”
You have to earn 6 figures before 35
“47% of Gen Z are chasing a $100+K badge on a rigid deadline [1], fueling burnout, impulse job-hopping, and lifestyle creep that swallows every raise. It also ignores cost-of-living gaps – $90K in a midsize city can leave you with more after-tax, after-rent cash than $150K in downtown Manhattan,” Avery comments.
“Set tiered income milestones (say, your field’s median by 28, top quartile by 33) and pair them with net-worth targets. Negotiate total comp, like 401(k) match, equity, or training budget, then shovel each raise into index funds or a down-payment pot so wealth, not wages, becomes the scorecard,” she adds.
You have to be older to be taken more seriously
Avery says: “15% of Gen Zers have lied about their age at work [1]. Shaving or adding years may win a moment’s respect, but it torpedoes trust once HR records or LinkedIn dates surface. It also drains mental energy you could spend mastering the role.”
“The truth? Your age can be a powerful card if you know how to play it. Younger professionals often have fresher industry knowledge, better digital instincts, fewer baked-in habits, and more stamina. That’s a competitive mix. Make speed your signature, spot trends before others see them, and introduce tools that lift the whole team. Then package the proof and share hard numbers that show impact. In most workplaces, competence will age you up faster than birthdays ever will,” Morgan highlights.