This article entitled “The Reason Gen Z Seems Unhireable” was shared today in the WNCC eLead. I have mixed feelings about it but this one sentence in particular struck a chord:
“Gen Z isn’t anti-office—they’re anti-toxic.” (hard truth)

I hear so many stories of toxic work environments in the church, and many gifted young people who left the church because of the toxicity.

• Micromanaging or completely hands off approaches to ministry with young people in the church are NOT helpful.
• Keeping the youth/children’s minister out of the loop when it comes to budgeting and calendaring and visioning for the church is NOT helpful.
• Expecting a part time person to work 40+ hours a week is NOT helpful.
• In fact, all of these things contribute to a toxic work culture.

My problem with the article is that it makes it sound like Gen Z is the problem, when it’s the toxic work culture that’s the problem. Gen Z wanting “boundaries, structure, mentorship, and social connection” is a GOOD thing – what if we flipped the script and took the opportunity to learn from Gen Z instead of casting them as unhirable.

How would we do this?

The latest 2026 Youth Ministry Compensation report revealed that 66% of part time youth workers and at least half of full time youth workers do not have an annual review. The annual review is an opportunity to check-in about how ministry is going, confront obstacles and celebrate successes, and vision together for the year ahead. Why would you NOT want to do that? It’s better for everyone.

Better yet – how about a monthly check-in? Where you ask

• What’s going well?
• What struggles are you facing?
• How can I support you?

Let’s work together to end toxic ministry culture and stop vilifying Gen Z. Message me if you’re interested in chatting more about this.