# Gen Z's Deep Distrust in the Workplace Only 13% of Gen Z employees trust most people, study reveals. - **Source:** [Fast Company](https://www.fastcompany.com) - **Published:** 2026-09-17 - **Topic:** [People & Culture](https://brifing.si/c/people) - **Original article:** - **On Brifing:** https://brifing.si/s/09945559-0e4e-4d3e-a48a-6a1cdfbfc4db ## Low trust levels A recent study shows only 13% of Gen Z employees believe most people can be trusted, reflecting deep skepticism. This contrasts sharply with older generations' trust levels. The data comes from a Washington University political scientist's report. Such low trust could impact workplace collaboration and mentorship opportunities. ## Historical context Gen Z's formative years included the 2008 financial crisis, pandemic disruptions, and social media misinformation. These events likely shaped their cautious worldview. The study found 74% believe 'you can't be too careful.' This generational trait affects how they engage with institutions and authority figures. ## Workplace implications Managers face unique challenges with Gen Z teams. Their distrust extends particularly to bosses and organizational leadership. This requires different management approaches than previous generations. Transparency and authenticity become crucial for effective leadership with this demographic. ## Comparative data The 13% trust figure represents a significant drop from Millennials' and Gen X's trust levels at the same age. This generational shift may require HR policies to adapt. Team-building strategies might need overhauling to address these trust gaps in multi-generational workplaces. ## Communication preferences Gen Z's distrust manifests in preferring documented over verbal communication. They value clear expectations and written agreements. This reflects their desire for accountability and protection against potential misunderstandings or exploitation in professional settings. ## Recruitment challenges Employers must address trust barriers during hiring processes. Gen Z candidates extensively research companies before applying. They prioritize employers demonstrating social responsibility and ethical business practices in their vetting process. ## Retention strategies Building trust requires consistent actions over time. Regular check-ins, growth opportunities, and ethical consistency help bridge the gap. Companies succeeding with Gen Z often implement mentorship programs with clear structure and measurable outcomes. ## Future workforce dynamics As Gen Z becomes the workforce majority, their trust issues will reshape organizational cultures. Companies adapting now will gain competitive advantage in talent attraction. This demographic shift necessitates rethinking traditional hierarchical structures and communication flows. ## Sources covering this story - https://www.fastcompany.com/91605455/gen-z-doesnt-trust-anyone-especially-their-bosses-data-shows — --- _Summary written by Brifing from the original reporting. Copyright in the original article belongs to its publisher; read the full piece at the link above._