It’s a tale as old as time: A new generation comes into maturity and starts making advances, so the generations before them kick up a fuss. They didn’t have to walk uphill both ways in the snow, they didn’t have to rely on carrier pigeon to communicate and, more recently, many don’t have to do long commutes. How can they know what hard work really is?

The same is happening to Gen Z workers now as they start taking on leadership roles. And while they are different from older workers — as every generation is from the one before them — that doesn’t mean they’re bad workers, one new Culture Amp report warns. Different? Maybe. But certainly not worse.

“We’re seeing interesting differences in the younger generation versus this rhetoric,” Sana Lall-Trail, senior data journalist with Culture Amp, told HR Dive.

In a recent “Myth-busting the experiences of Gen Z managers” report, Culture Amp looked at customer data to see what’s really going on with Gen Z managers and workers. They found some myth-busting, and surprising, results.

Gen Z is good at communication

Being digital natives has not negatively impacted Gen Z’s communication skills; nor has spending some of their formative years learning and working remotely instead of in person, according to the report. In fact, Culture Amp found that 81% of direct reports agreed that their Gen Z managers are good at giving useful feedback on how they are performing.

Culture Amp also found that 59% of direct reports of Gen Z managers believed that when someone is not delivering on their role, something is done about it. That’s 7% higher than direct reports of managers between the ages of 35 and 44, and 11% higher than those whose managers were older than 45.

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