A new survey says Gen-Z has wildly unrealistic salary expectations. Here's what you can do, as an employer.

As an employer, it's your job to navigate your employees' salary expectations and raise requests. But it turns out Gen-Z has some wild views about salaries. In fact, a new survey highlights just how out of sync with reality many in Gen-Z are. The survey, from software company Pollfish, asked 750 childless Gen-Zers who are employed full-time about their income and finances. What they discovered was fascinating and concerning at the same time. Now, keep in mind all the caveats about small samples and such, but take a look at some of the interesting results: 100 percent of those earning $30,000 a year felt their pay was fair. 100 percent of those earning over $30,000 a year felt they were paid too little. Of those who feel underpaid: Around 9 percent believe they should be paid up to $40,000 annually, 17 percent expect between $40,000 and $50,000, 20 percent want between $50,000 and $70,000, 35 percent believe they should earn between $70,000 and $100,000, and 20 percent feel they should be paid over $100,000. 40 percent say they cannot meet their basic needs Those who say they cannot meet their basic needs spend an average of $372 per month on unnecessary items. It's time for some financial literacy education -- even if you have to be the one to supply it. Salary expectations don't reflect reality The average salary in the United States is $59,428. The average salary by location varies, of course, with the high-cost-of-living places typically boasting higher salaries. But that is the average overall. For over half of people under 27 to think they should be earning that much reflects a lack of understanding. Who is to blame for this? Schools don't tend to give students realistic ideas of what they will earn upon graduation. College students expect to earn $84,855 one year post-graduation, when the average starting salary for someone with a college degree is $55,911. While it would be great for high schools and colleges to give clear information about expected salaries, they don't. (Think of the impact if, next to every major, they listed the median salary for someone who has had that degree for one year!) Businesses, on the other hand, can take care of this problem by clearly listing accurate salary ranges on all job postings. It would cease to be a mystery. Plus, there aren't huge ranges for most entry-level positions, as the definition of entry-level is for someone with minimal or no experience. If businesses listed jobs at "$55-$57,000 per year" instead of "$45-$65,000 per year," Gen-Z -- and everyone else -- would have a much better idea of what certain positions are worth. Financial literacy classes That said, it's not your responsibility to educate Gen-Z employees. Parents, schools, and career advisors should have all taught Gen-Z what to expect and how to manage their finances. They don't always do this. And when you have employees -- and remember, this is a survey of people employed full-time -- who feel like they cannot meet their basic needs and yet are spending $372 a month or more on things that they themselves feel are unnecessary, there would seem to be a financial disconnect. Yes, everyone is tired of the idea that if you skip your morning coffee shop latte and avocado toast you can buy a house. We all know that's not true. However, there needs to be some understanding of saving for unexpected expenses, like cars breaking down or medical bills. And yes, those avocado toasts and restaurant lunches do add up. While you shouldn't get directly involved in your employees' finances, holding lunch-and-learns about basic financial literacy, investing, and taxes can make a big difference. And if you have one, let people know that your Employee Assistance Program can help them figure things out. Career pathing Gen-Z wants work-life balance, but at the same time also want to "create value, to contribute to their job and become leaders and experts." Wanting to become leaders is a great goal, but you don't just step into your first job as a leader. That type of stuff is earned. Working with your employees -- especially new employees -- to discuss career paths and what they need to do to be promoted and reach those leadership levels can help bring them back to reality. You're not going to get the VP salary until you've done the VP work. Once people understand that, they'll better understand what they need to do to rise in the organization (and secure raises). Knowledge, as they say, is power. You're ultimately responsible for paying all your employees a far market rate salary. And you're responsible for treating your employees well. Their finances are also their business, at the end of the day. But you can make it easier for everyone -- not just Gen-Z -- when you do these few basic things.