I hired a Gen Z intern, and she 'quiet quit' in a week. I realized the problem was me and my company.

• I thought Gen Z would love my company because I built a fun, inviting culture.
• However, my first Gen Z intern wanted to explore departments outside her internship.
• She "quiet quit" and then left the company four months later because I treated her poorly.

For years, I dreamed of working for a company like Google. After all, who wouldn't want to head into the office on Monday morning and be greeted by sleeping pods, VR summits, or Quidditch matches? The entire place was a millennial wonderland with a never-ending supply of cereal bars and gluten-free baked goods.

The early 2000s was the genesis of open office spaces, open-door policies, and open-mindedness. When I started my own business, I copied and pasted this format and waited for Gen Z to knock down my door, begging to work for me.

But my neon signage, proclaiming a fun and diversified environment with great company culture, only caught the interest of one Gen Z applicant.

Thankfully, she seemed like the perfect fit for our internship. Her values aligned with my company, and her education and experience fit our exact needs. But after multiple Zoom meetings, I felt like I was trying to fit a square peg in a round hole.

She clearly decided to "quiet quit" after a week and didn't stay after her internship. Instead of looking at myself and my own company, I blamed the new hire.

My intern had goals I didn't expect

When I set out to bring in my first intern, I presented my company as a place where everyone belongs and can bring their entire self to the table. Well, I didn't exactly honor that goal. Instead of taking the time to ask my intern questions and find out what her goals were, I saw her as a solution to my needs.

I hated creating social media campaigns. So, when my intern's résumé boasted her experience and educational background in digital communication, I leaped at the chance to bring her onto the team and use her skills.

But in one of our first meetings, she told me she wanted to explore different departments and figure out if this industry was right for her.

I panicked. I hoped she'd focus solely on my need for social media, but she was interested in branching out beyond that.

My cool office culture didn't seem to appease her or her curiosity to learn more. She lost interest in the company quickly, and I noticed her "quiet quitting." After four months, she left the company for good.

I quickly learned Gen Z is different in the workplace

As a geriatric millennial, I wasn't raised to see my degree separate from my future career plans. I picked classes that made sense for my aspirational goals and chose internships that aligned with my education and background.

But that's not what Generation Z is about. They're interested in exploring and learning — especially during internships. They want a full experience, and that includes trying on different hats to see what fits.

My intern wanted to experience what it was like to live in my shoes, to see the good, the bad, and the ugly.

I wish I could tell you that I adapted and was the best boss ever, but I'd be lying. I lost my intern because I couldn't figure out what to do with her. I ignored her and gave her menial tasks to fill her schedule.

I wish I had done so many things differently

Firstly, I would have broken away from my interview script and gotten to know her. I would have asked her about her five-year plan, what her hobbies were, and how I could help her reach her goals.

As much as I wish I had changed sooner, there's a huge part of me that's so grateful for this failure. It taught me to break a lot of my own biases and think in broader terms of creating a place of belonging.

Even though I wasn't able to retain my first intern, I retained all the lessons she taught me. I will forever be grateful for that.