Key Takeaways:
There's a narrative going around about young workers right now, and it isn't a kind one.
Open any business forum, sit through any "state of the workforce" panel, or ask another small business owner how hiring has been lately, and you'll hear some version of the same complaint: Gen Z doesn't show up, doesn't want to work, can't take feedback, and job-hops the second something better comes along.
We're not going to pretend none of that ever happens. It does, with every generation, at some point.
Here at Squeegee Squad Tulsa, our experience has looked different.
In fact, looking back at some of the stories we've already shared on this blog, we've realized we've been telling that story for months without directly calling attention to it. Many of the success stories we've highlighted have involved members of Gen Z, and their experiences don't line up with the stereotypes that often dominate the conversation.
The more we reflect on it, the more confident we are in saying this:
Hiring Gen Z has been one of the best decisions we've made.
A few weeks ago, we wrote about why not everyone makes it onto our crews.
That article laid out exactly what we look for in every employee who joins our team: strong work ethic, coachability, pride in the work, reliability, and a team-first mentality.
Those standards are not optional.
Window cleaning is demanding work. It requires attention to detail, professionalism, physical effort, and consistency. Some days involve long hours in Oklahoma heat, climbing ladders, solving problems on-site, and maintaining a positive attitude while doing it.
Not everyone is willing to meet those expectations.
But here's something we've noticed.
Many of the people who do meet those expectations are in their late teens and twenties.
They're the employees who show up early.
They're the employees asking questions because they want to improve.
They're the employees who accept feedback and apply it immediately.
They're the employees who continue working hard when conditions aren't ideal.
In other words, many of the traits that business owners often claim are missing from Gen Z are traits we see regularly among the young people who succeed on our crews.
That's not because we've gotten lucky.
It's because individual character matters far more than generational stereotypes.
The public conversation around Gen Z often focuses on isolated experiences and viral stories. Research tells a much more balanced story.
According to Cangrade's 2026 workforce research, based on more than 70,000 assessments of Gen Z and Millennial candidates, emotional intelligence ranked as the strongest trait among younger workers, scoring roughly 30% above average.
Stress management ranked second at approximately 26% above average, directly challenging the common claim that younger workers can't handle pressure.
Self-direction ranked third, highlighting an ability to take initiative and work independently without constant supervision.
When we read those findings, we immediately recognized qualities we see every day.
Those are the same characteristics that help employees succeed on our crews.
Think about that for a moment.
A generation that is actively learning new skills every week is not a generation that's checked out.
It's a generation that values growth.
That lines up almost perfectly with one of the qualities we've always valued most: coachability.
Experience matters, but willingness to learn often matters even more. Someone who is eager to improve can accomplish a tremendous amount when they're given the right environment and support.
One of the most rewarding parts of running a business is watching people grow.
Over the years, we've had the privilege of seeing employees develop professionally, personally, and financially. Many of those stories have already appeared on this blog.
For example, our article about the minimum opportunity problem highlighted two employees whose lives changed significantly after being given an opportunity.
At the time, we weren't trying to make a statement about generations.
We were making a point about opportunity.
One team member came to us roughly five years ago as a young employee who wasn't entirely sure what he was capable of accomplishing. Today, he leads one of our crews and continues developing skills in audio engineering outside of work.
Another employee joined us while working through significant personal challenges. Today, he's married, owns a home, has launched a side business, and recently welcomed his second child.
Those outcomes didn't happen because someone handed them success.
They happened because they were given an opportunity and chose to make the most of it.
Looking back, there's something important to recognize.
The oldest members of Gen Z are currently in their late twenties, while the youngest are still in high school. That means many of the entry-level employees we've hired over the past several years have belonged to the generation that often receives the most criticism.
Yet when we look at our crews, we don't see the stereotypes.
We see leadership.
We see accountability.
We see growth.
We see people building better futures for themselves and their families.
If Gen Z were truly as unreliable as the narrative suggests, our crews would look very different than they do today.
One lesson we've learned repeatedly is that high standards and opportunity must work together.
Expectations matter.
Accountability matters.
Work ethic matters.
But people also need a reason to invest in themselves.
You can't expect employees to grow if nobody is willing to teach them.
You can't expect loyalty if there's no opportunity ahead.
And you can't expect long-term commitment if people feel like they're stuck in place.
Many young workers aren't necessarily looking for a perfect job.
They're looking for a meaningful opportunity.
They're looking for a place where hard work leads somewhere.
When businesses provide those things, it's amazing how often people rise to meet the challenge.
We've also written about why we pay above market rate, and that philosophy applies directly to this conversation.
Underpaid employees tend to think short term.
That's true whether they're 19 or 59.
When people feel undervalued, they're more likely to leave, become disengaged, or simply do the minimum required.
On the other hand, when employees feel respected and fairly compensated, they become far more invested in their work.
Competitive pay alone isn't enough.
You also need training, mentorship, and accountability.
When those pieces come together, young employees often exceed expectations.
We've seen entry-level workers become crew leaders.
We've seen employees purchase homes.
We've seen side businesses launched.
We've seen people discover abilities they didn't know they had.
That's what happens when businesses focus on building people instead of simply filling shifts.
The biggest lesson we've learned isn't really about Gen Z.
It's about avoiding assumptions.
Every applicant deserves to be evaluated as an individual.
Every employee deserves the opportunity to prove themselves.
And every business owner should be cautious about letting popular narratives dictate hiring decisions.
If we had bought into every negative stereotype about younger workers, we would have missed out on some incredible team members.
We would have overlooked future leaders.
We would have missed opportunities to help hardworking people build successful lives.
Fortunately, we chose to focus on character instead.
We kept our standards high, and invested in people who met those standards.
We allowed performance to guide our decisions.
Hiring Gen Z hasn't been a gamble for us.
Looking back, it's been one of the best decisions we've made.
The young people who succeed on our crews consistently demonstrate the same qualities we've always valued: work ethic, coachability, professionalism, accountability, and a willingness to learn.
If you're a Tulsa business owner wondering whether to take a chance on a younger applicant, our advice is simple.
Don't lower your standards.
Hold the line on work ethic, reliability, and professionalism.
Invest in the people who earn that investment.
Provide training, mentorship, and opportunity.
You may discover exactly what we've discovered. Many young workers are far more capable, committed, and driven than the headlines would have you believe.
At Squeegee Squad Tulsa, we've seen it firsthand, and we're proud of the people who continue proving it every day.
If this message resonates with you, we'd love to connect. Whether you're a business owner thinking about your hiring strategy or someone looking for an opportunity to grow, we're always happy to have a conversation about people, opportunity, and what it takes to build a team worth being proud of.
Tags: Gen Z, Hiring, Workforce Development, Tulsa Small Business, Employee Development, Squeegee Squad Tulsa, Leadership, Company Culture