Gen Z in Construction Lazy or Highly Overlooked Talent?

In this episode of Hard Hat Chat, Justin Smith, CEO of Contractor+, and Gerritt Bake, CEO of Build PRO, take on one of the most polarizing conversations happening across jobsites, supply houses, and contractor group chats right now, is Gen Z lazy, or are they highly overlooked talent?

With labor shortages growing and experienced workers retiring faster than they’re being replaced, the construction industry is facing a critical moment. Gen Z is the largest generation entering the workforce, yet many contractors struggle to hire, train, and retain them. Justin and Gerritt break down why the stereotypes miss the mark and how leadership, culture, and training play a bigger role than age ever could.

The conversation digs into what actually motivates Gen Z workers, why traditional jobsite culture often pushes them away, and how contractors who adapt are seeing major gains in productivity, loyalty, and innovation. Using real-world scenarios and realistic case studies, the episode highlights how younger workers bring efficiency, safety awareness, and tech-forward thinking that can strengthen operations instead of weakening them.

Justin and Gerritt also cover onboarding strategies, mentorship structures, workplace culture shifts, and why investing in younger workers now determines which companies will still be standing a decade from today. Rather than framing this as a generational conflict, the episode reframes it as a leadership opportunity.

Whether you’re frustrated with hiring, struggling to retain apprentices, or unsure how to bridge the gap between generations on your jobsite, this episode delivers practical insight and a fresh perspective on building the future workforce of construction.

🔧 In this episode, you’ll learn how to:

• Understand what Gen Z workers actually value at work
• Improve retention through better onboarding and mentorship
• Reduce labor shortages by evolving jobsite culture
• Leverage younger workers’ strengths in technology and efficiency
• Build loyalty without lowering standards
• Create clear career paths that keep talent engaged
• Lead across generations without friction

If you want a stronger, more resilient workforce, this episode challenges assumptions and offers a smarter way forward.

Creators and Guests

Host

Gerritt Bake

CEO at American Contractor Network

Host

Justin Smith

CEO at Contractor+

What is Hard Hat Chat: No-BS Construction Discussion with Justin & Gerritt?

Hard Hat Chat is your backstage pass to the gritty and sometimes mind-blowing world of construction. Hosted by Justin Smith, CEO at Contractor Plus, and Gerritt Bake, CEO at American Contractor Network, this show is all about keeping it real—no corporate fluff, no sugarcoating. Tune in each week for straight talk on growing a contracting business, avoiding industry pitfalls, and sharing the occasional “holy sh*t, did that really happen?” job site story. Whether you’re a seasoned pro or just getting your boots dirty, you’ll pick up hard-earned insights and a few good laughs along the way. Join us, throw on your hard hat, and let’s build something awesome.

Justin: Hey everyone, welcome back to Hard Hat Chat. I’m Justin Smith, CEO of Contractor+, and today we’re tackling one of the most debated questions in the trades right now: Gen Z… lazy? Or just seriously misunderstood and overlooked talent?

Gerritt: Oh man, this one is about to trigger some folks. Grab your popcorn, grab your hard hats, and maybe grab a stress ball.

Justin: Absolutely. And joining me to navigate this social minefield is my guy, CEO of Build PRO, the one and only Gerritt Bake. Gerritt, you ready?

Gerritt: I’m always ready to make old-school foremen yell at their radios. Let’s do it.

Justin: Let’s start with this truth: the average contractor is struggling to hire. And Gen Z is the largest generation entering the workforce. Construction needs them more than ever.

Gerritt: Yet the stereotype is what? They don’t want to work, they stare at phones all day, and they get offended by everything including gravity.

Justin: Ha! Yeah. But here’s the plot twist: when Gen Z finds purpose and good leadership, they outperform expectations. They’re fast learners, tech-ready, and fiercely loyal when respected.

Gerritt: And they care about work-life balance. Which is something construction forgot was a thing.

Justin: Exactly. That makes them smart, not lazy.

Justin: Let’s hit some data. Sources like the Bureau of Labor Statistics say the average construction worker is in their 40s. Meanwhile, thousands of skilled trades jobs are opening yearly, and retirements are accelerating like crazy.

Gerritt: It’s a demographic emergency. If we don’t welcome Gen Z in, who’s going to build America in 10 years? AI-powered nail guns? Robots with emotional issues?

Justin: I mean… maybe. But until then, we need real humans on the jobsite.

Justin: So what motivates Gen Z?

Gerritt: Purpose. Technology. And growth opportunities. They don’t want a job. They want a career with meaning.

Justin: And construction has meaning. You literally build homes, water lines, hospitals. You make communities a reality.

Gerritt: But contractors need to show that mission. Not just say “Here’s a shovel, don’t break it.”

Justin: Because news flash: yelling doesn’t motivate this generation.

Gerritt: Nope. They will literally leave and go launch a drop-shipping business selling cat pajamas online.

Justin: Let’s break down some traits of Gen Z and how contractors can leverage them.

Justin: Tech-native, quick problem solvers, very safety-driven, passion for sustainability, value flexibility and growth.

Gerritt: Sounds like the exact qualities the industry needs right now.

Justin: 100 percent. We’re not building pyramids with bare hands anymore. We use tech, precision, and planning.

Gerritt: And who better to run that tech than someone who was debugging apps before kindergarten?

Justin: Let’s talk about the phone problem. Older supervisors think phones equal distraction.

Gerritt: But phones are power tools now. They hold plans, RFIs, estimate apps, laser measurement apps, safety checklists, communication tools.

Justin: If phones are used right, productivity jumps. The tool doesn’t distract. Lack of training does.

Gerritt: Exactly. It’s like blaming a hammer for a bent nail.

Justin: Let’s share a real-world example. A contractor in Ohio I met at a trade show works with local high schools. They bring in students during summers for job experience.

Gerritt: Smart.

Justin: The owner said Gen Z workers found ways to automate inventory logging using their phones, saving two hours a day. Meanwhile, older staff wrote lists by hand because “that’s how we’ve always done it.”

Gerritt: Tradition is great. But saving time is better.

Justin: Now time for a fictional but very realistic case study. Meet Mia. She’s 21, joined a remodeling crew.

Gerritt: On day one, foreman says, “Don’t touch your phone on site.”

Justin: But once he realized she could track materials faster than his clipboard, she became the go-to logistics lead.

Gerritt: Within months, she helped reduce rework because she documented everything.

Justin: She wasn’t lazy. She was underutilized.

Justin: Let’s talk recruitment. How do we get more of Gen Z interested in trades?

Gerritt: Flexible schedules where possible. Defined skill pathways.

Gerritt: Support certifications, apprenticeships with tech learning, clear earnings progression.

Justin: And yes, pay them fairly. They won’t stick around if wages are stuck in 1998.

Justin: Why do some Gen Z workers leave the industry early?

Gerritt: Toxic jobsite culture. Zero communication. Being treated like machines.

Justin: If your leadership style is angry drill sergeant, expect empty job sites.

Gerritt: Positive culture isn’t weakness. It’s a competitive weapon.

Justin: People stay for the leaders they respect.

Justin: Let’s share a checklist for building a Gen Z-friendly operation.

Justin: Allow questions without judgment, encourage innovation.

Justin: Mentor, don’t command, use tech in daily workflows.

Justin: Provide feedback regularly, celebrate wins, promote work-life balance.

Gerritt: Simple, yet powerful.

Justin: Let’s be fair though. Some Gen Z workers do take a little warming up.

Gerritt: Yes. If they’ve only worked part-time at a smoothie shop before the jobsite, construction can be a shock.

Justin: But that’s training. Not a character flaw.

Gerritt: We can’t complain they lack experience if we won’t give them experience.

Justin: Exactly.

Justin: Before we wrap Part 1, here’s a question for every contractor listening: are your hiring expectations based on reality or nostalgia?

Gerritt: Because today’s 20-year-olds aren’t clones of the 1980s.

Justin: And that’s a good thing.

Gerritt: New challenges require new strengths.

Justin: Stick around for Part 2. We’re getting into onboarding, mentorship, tech adoption, ROI, and leadership do’s and don’ts.

Gerritt: If you’re still calling them lazy, wait until you hear what they actually bring to the table.

Justin: Stay tuned. We’ll be right back after a short break.

Justin: And hey, if you’re a contractor looking to scale your business without adding more chaos… check out Contractor+.

Justin: Welcome back to Hard Hat Chat. We’re jumping right into Part 2.

Gerritt: Different built the pyramids. Different discovered electricity. Different invented self-leveling lasers.

Justin: Thank God for that tech.

Gerritt: Human eyes are not precision tools.

Justin: Let’s talk onboarding. First impressions matter.

Gerritt: If day one is chaos, they’re already planning their exit.

Justin: Structure the introduction. Clear role, team intro, explain purpose, mentor support, confidence-building tasks.

Gerritt: The first week should feel like joining a winning team.

Justin: Mentorship is huge.

Gerritt: And not everyone should be a mentor.

Justin: Choose patient communicators.

Gerritt: Good mentors multiply talent. Grumpy ones destroy it.

Justin: Let’s talk money and productivity.

Gerritt: Gen Z improves productivity, fills labor gaps, and cuts waste.

Justin: Retention boosts profitability.

Gerritt: A trained worker who stays beats two who leave.

Justin: Meet Tyler. 19. Roofing crew.

Gerritt: Early mornings. Hot sun.

Justin: He used a digital pitch calculator and saved 20 minutes per roof.

Gerritt: Productivity went up. Profit went up.

Justin: Because Gen Z thinks in efficiencies.

Justin: Culture matters.

Gerritt: Respect, mental health, being treated as human.

Justin: That unlocks loyalty.

Gerritt: Abuse causes turnover.

Justin: Skill roadmap. Year 1 fundamentals. Year 5 leadership.

Gerritt: They see a future. They stay.

Justin: Tools should solve real problems and be easy to learn.

Gerritt: If it needs a PhD, trash it.

Justin: Quick joke break.

Gerritt: Why did the Gen Z worker bring a charger to the jobsite? To stay connected.

Justin: Not bad.

Gerritt: I’ll take it.

Justin: Verdict?

Gerritt: Overlooked talent.

Justin: Construction is evolving.

Gerritt: Gen Z is the engine.

Justin: Part 3 is where it all comes together.

Gerritt: They want value, training, respect.

Justin: Training is not weakness. It’s leadership.

Gerritt: Same worker, different leadership, completely different outcome.

Justin: The future of construction depends on Gen Z.

Gerritt: This is a call to action.

Justin: Empower them now, and they’ll lead the industry.

Gerritt: Ten years from now? Smart jobsites, tech-driven safety, real mentorship.

Justin: The future is bright if we prepare.

Gerritt: Invest in Gen Z today.

Justin: Not lazy. Overlooked.

Gerritt: And ready to level up the entire industry.

Justin: Hard Hat Chat signing off. Catch you on the next one.