Gen Z Isn’t Lazy, The Workplace Is Outdated: What Construction Leaders Must Learn Now

By Rebecca Heald | Founder of The Heald Method™ & Host of The Heald Approach Podcast

Helping construction leaders build inclusive cultures, attract next-gen talent, and deliver sustainable results

“We’re not lazy. We’re just done with broken systems.”

That line from Sonny White, a rising professional in the UK fire safety sector, hits harder than any leadership book or culture strategy you’ve read this year.

Sonny is 21, already working in building safety for a social housing provider, and actively pursuing an apprenticeship in fire engineering. He’s deeply technical, obsessively curious, and not afraid to call things out. In our latest episode of The Heald Approach Podcast, Sonny gave us the raw truth about what it’s like entering the construction industry as part of Gen Z and why so many young people are walking away before they even get started.

Gen Z in Construction: Calling Time on the Old Way

If you still believe the next generation doesn’t want to work, prepare to be challenged.

Sonny made it clear: his generation is not afraid of hard work. But they are unwilling to burn out for companies that treat them like machines.

“We’ll do the work. But we’re not going to flog ourselves to death for a company that doesn’t respect us.”

This isn’t entitlement. It’s evolution.

Gen Z work culture is values-led, boundary-conscious, and built on real-time access to global conversations through social media. They’ve watched older generations in construction sacrifice their wellbeing, family time, and careers for rigid structures that no longer make sense — and they’re refusing to do the same.

If your company still rewards presenteeism, ignores mental health, and glorifies 60-hour weeks, you’re not just losing good people. You’re building a culture no one wants to be part of.

The Apprenticeship Trap: Why Young Talent is Slipping Through the Cracks

Sonny’s insight into the UK apprenticeship process was eye-opening and infuriating. Over the past few years, he’s applied for multiple fire safety apprenticeships, each one involving hours of unpaid labour: online tests, forms, personality questionnaires, CV uploads, and more.

“I’ve spent a whole day on an application, only to be rejected in 60 minutes — by an agency that never even spoke to me.”

It’s no surprise that apprenticeship dropout rates in the UK hover around 47%. The system is chaotic, inconsistent, and, in many cases, entirely inaccessible to the very people it claims to serve.

Too often, fire safety apprenticeships and similar roles are advertised with vague descriptions, unrealistic expectations, and zero clarity around career progression.

Some employers go even further, treating apprentices as cheap, disposable labour while offering no proper development.

This isn’t just poor practice. It’s short-sighted. If we want to fix the construction industry’s talent pipeline, we must fix the systems young people are forced to navigate just to get in the door.

Remote Work and Hybrid Roles: Not a Perk, A Baseline Expectation

Another myth Sonny shattered was the idea that collaboration only happens in an office.

“If I need help, I’ll Zoom someone. I get more done at home.”

That statement alone should give every old-school construction director something to think about.

Hybrid working in construction is not a trend, it’s a shift in how value is delivered. Not every role requires you to be on-site five days a week. Not every productive moment happens in a meeting room.

Sonny talked about the distraction of busy site offices, the pressure of commutes, and the lack of quiet space to focus. Like many neurodivergent professionals, he finds he’s most creative and productive in his own environment often outside traditional 9–5 hours.

The point? If you’re still resisting remote work in construction, you’re not just pushing away Gen Z, you’re limiting the performance of your current team, too.

Knowledge Isn’t Age-Based. Leadership Needs to Catch Up.

One of the most powerful moments in our conversation was when Sonny described calling out a contractor on a technical issue and backing it up with the exact clause from the British Standard.

“They weren’t expecting me to challenge them… but I knew I was right.”

Here’s the uncomfortable truth: many construction workplaces still underestimate young professionals.

They equate age with authority and tenure with talent. But Sonny proves otherwise.

He’s passionate about fire safety, reads technical documents for fun, and actively seeks out case studies to deepen his understanding. And he’s not alone. This is the mindset of the next generation of construction professionals.

But for that mindset to flourish, we need a serious shift in how we approach leadership. Inclusive leadership in construction is no longer optional, it’s essential. That means creating space for questions, rewarding curiosity, and recognising expertise regardless of someone’s age or background.

Why Gen Z Walks and How to Keep Them

Sonny isn’t jaded. He’s driven. He wants to earn his degree, become a fire safety engineer, and help make buildings safer and smarter. But he also made one thing clear:

“Sometimes I worry no one will actually listen.”

And that’s the heart of the issue. Gen Z doesn’t need babysitting. They need to be seen, heard, and respected. They want real development, flexible working, and purpose-led leadership. They want clear pathways, transparent feedback, and systems that make sense.

And if they don’t get it?

They’ll go somewhere else.

Or worse.. they’ll leave the industry altogether.

The Future of Construction Depends on How We Lead Today

I created The Heald Method™ because I was tired of watching companies lose brilliant people due to bad leadership, broken culture, and outdated systems.

Sonny’s story is a perfect example of what happens when you combine raw talent with a dysfunctional framework. Imagine what would be possible if the industry actually aligned its leadership, culture, and development structures to match the potential of people like him?

This isn’t just about Gen Z. It’s about building a construction industry that’s fit for the future.

Final Thoughts: Don’t Just Say You Want Young Talent. Lead Like It.

If you’re a construction leader frustrated by recruitment challenges, staff turnover, or disengaged teams, stop blaming “young people” and start fixing your foundations.

Your leadership style.

Your apprenticeship process.

Your flexibility policies.

Your culture.

Because Gen Z isn’t lazy.

They’re just not willing to sacrifice their lives for your outdated business model.

Ready to Attract and Retain the Next Generation of Construction Leaders?

✅ Explore Leadership Rewired, my flagship programme helping construction firms transform the way they lead

✅ Check out The Neurodivergent Apprentice Workshop to build inclusive practices from the ground up

✅ Listen to Sonny’s episode of The Heald Approach Podcast and share it with your leadership team

Because the future of construction doesn’t start with bricks. It starts with bold, inclusive leadership.

And if you're not ready to listen...someone else will be.