A Message from Our CEO – August 2024
“Educating the mind without educating the heart is no education at all”
–Aristotle
We are obsessed with having a college degree in this country. Yes, on average, college graduates earn more than non-college graduates. “On average.”
But the ROI is getting more elusive, especially for boys.
83% of Gen Zers believe that trade careers do not offer a strong sense of accomplishment. Yet these jobs are perfect for the students that can’t sit still through the droning nonsense of an English Lit professor. Many of these ‘dirty jobs’ provide paid on-the-job training, working with a mentor, health benefits, and a recession-proof career that will pay dividends in the long run. Oh—and you don’t have to wait 4+ years to get a paycheck… you start getting a decent salary at 18 years old.
And it “feels” like real work. As one young carpenter apprentice said, “It feels good at the end of the day. I’m physically doing something and there’s a sense of completion.”
Hollywood tends to perpetuate a negative stereotype of the blue-collar worker and glorify the tech nerd—the nimble benevolent hacker genius. I’ve never seen a movie where the plumber is the hero (okay, Mario yea). But how about an HVAC technician? Think of the possibilities! Leading a group of U.S. school kids through the ducts to safety from a flame-throwing evil Russian Oligarch.
Hire me, Hollywood. I have more.
Blue Collar. For the Dollar.
Warren
August 2024
High school students are looking for jobs in healthcare over tech, according to a survey in which companies with top spots like Google, Amazon, and Facebook are being usurped by The Mayo Clinic, St. Jude’s, and the CDC. This suggests that students are not only considering job satisfaction and stability, but the reputation of the company and its potential for meaningful work. (Business Insider)
Young workers are using their current job as an avenue to obtain their desired position, but not in ways you might think. Giving an elevator pitch while delivering pizzas, handing out resumes as a waiter, cold-contacting company directors on LinkedIn; Gen Z is proving that ‘hustling’ in the current work climate can be a creative endeavor as much as it is an arduous one. (Fortune)
Despite half of Fortune 500 CEOs being a part of Gen X, they remain a largely ignored generation. Compared to the 77 million Boomers and 83 million Millennials, there are only 65 million Gen Xers, providing the once-latchkey kids with an unfair playing field in terms of governing the workplace. But Gen X workers can help bridge the gap between younger and older colleagues, and perhaps prove that what’s in the middle of the sandwich is the reason you bought it in the first place. (FastCompany)
Hollywood tends to portray blue-collar work as undesirable, and over one third of Gen Z seems to agree. Around 83% of Gen Zers believe that trade careers do not promise a strong sense of accomplishment, yet many are aware that the skills learned from a college degree are more likely to be replaced by advances in technology. Individuals entering the workforce are in need of positive portrayals of blue-collar workers in the media to affirm their career choices. (Newsweek)
“Hushed hybrid” is the new term for describing managers’ divergence from company policy in when they allow themselves and their employees to work remotely. While being flexible with return to office policies can boost morale and help retain workers, managers should encourage transparency so that trust issues between leaders and employees do not develop. (Forbes)
Charisma, or "rizz" as Gen Z calls it, is a desirable trait for managers, and it can be learned. Charismatic leaders are engaging, relatable, and attentive, and they do not have to be extroverts. Taking the time to memorize an employee’s birthday or owning up to stumbles can demonstrate empathy and vulnerability, which employees will likely appreciate and reciprocate with productive communication. (The Wall Street Journal)
Fully 47% of Australian employees feel pressure to continue working despite being unwell. This “presenteeism” is often a result of wanting to appear loyal to one’s work for fear of the consequences of not appearing as such. While Boomers take an average of 8.9 sick days a year, Gen Z workers take an average of 14.3. Practicing a health-conscious culture can help normalize discussions around mental health and time off. (Yahoo Finance)
To cope with the stress of hustle culture, Chinese Gen Zers are transforming into birds. The social media trend involves hiding their legs under oversized t-shirts, sticking their hands out of the bottom to look like talons, and flapping their empty sleeves like wings. So, next time work gets you down, just remember: you can always pretend to be a bird. Just don't expect to actually take flight. (The New York Times)
A Message from Our CEO – July 2024
Sorry for being late. I was enjoying the last few moments of not being here”
-- unknown
When Fred Flintstone and Barney Rubble went to work at the Quarry, they used a punch clock to officially start their day. Their boss, Joe Rockhead, did not want them to be late. Joe Rockhead must have been a Boomer. Boomers consider lateness a mortal sin. According to a new report by Meeting Canary, 25% of Gen Z miss deadlines. Horrifying! 10% for Generation X and 6% for Baby Boomers. What’s going on here?
Start with this simple truth: Boomers put work at the center of their lives and Gen Z puts balance, well-being, and friendships at the center of theirs. They entered the workforce during the pandemic when it was common courtesy to give extra time for the Boomer to unmute themselves and adjust their camera, so we didn’t see their nose hair and bad lighting. In the post-remote/hybrid world, lines got blurry about roles and expectations for the younger generation and they don’t tend to operate effectively without real clear, explicit rules.
So, if you want Gen Z and younger Millennials to hit deadline and be on time for meetings, I recommend the following:
Tell them that it is disrespectful to arrive late to a meeting, especially if everyone else is there…waiting for you.
Be clear why they need to be on time, such as, “this meeting is only one hour, from 2 p.m. to 3 p.m. and half the attendees have a 3 p.m. call set up. Additionally, there are seven things on the agenda that are time-sensitive.”
Sometimes, you might be conditioning people to come late. For example, if your meetings start on time but people usually spend time rambling about nothing for ten minutes, why on earth should people arrive on time?
Invest in some good old fashioned time management training and or software tools like asana, Clockify, TimeDoctor, Desktime, or Calendar.com. There are a zillion and Gen Z digs the technology.
Finally, Fred and Barney were moving rocks around—not terribly inspiring. We’ve come a long way since Bedrock, so we should be able to make work more inspiring and meaningful for our employees. Build it, and they will come… on time.
Watch. The. Clock.
Warren
July 2024
Keep your work socks on– despite the summer heat, it is not fashionable to wear low-cut socks, according to Gen Z. With crew-cut socks selling twice as fast as ankle styles, Millennials are perplexed as to why the “dad look” of the past (think tall socks and New Balances) is suddenly in vogue. (The Wall Street Journal)
“Tattoo regret” is creeping up on aging Gen Zers and it is exacerbated by their visibility on TikTok and other social media. Influencers are now spreading the word and encouraging thoughtful decision-making, so that people may consider how they will feel stepping into a new work environment. (USA Today)
A large cohort of Millennials and Gen Zers are voluntarily choosing to become NEETs (not in employment, education, or training), as they would rather wait for the right job than settle for available but unfulfilling work. This reflects a rejection of hustle culture and an emphasis on prioritizing mental health. Those hiring should make job purpose and career development opportunities attractive for applicants. (Business Insider)
Gen Z’s tardiness is not acceptable according to 70% of Boomers who have zero tolerance for being late. The young employees also miss nearly a quarter of their deadlines, compared to 10% of Gen Xers, and 6% of Boomers. Fortunately, their willingness to go the extra mile proves that this is not out of a lack of respect, but rather a failing of time management, which employers can ameliorate with regular training. (Fortune)
Millennials are well-positioned to aid Gen Z in meeting workplace expectations and help Xers and Boomers understand young workers’ values. Today, 40% of Gen Z employees have a Millennial manager. These leaders have experienced both traditional and modern work environments, giving them the ability to serve as diplomatic arbiters when endeavoring to foster a more cohesive and productive work environment. (Worklife)
Workplace analysis reveals that a majority of employees are unable to be productive for 30 minutes without getting distracted. While the biggest diversions are other employees (71%) and phone notifications (62%), 67% of workers report checking their emails or messages more than 10 times a day, which can also contribute to loss of focus. Most employers are relying on flexible arrangements and encouraging a healthy work-life balance to mitigate this issue. (Insightful)
Millennials and Gen Zers in China are increasingly engaging in “naked resignations”—quitting without another job lined up—to take gap years. Another topical phrase, “two points, one line” indicates the monotonous work commute is taking a toll on young Chinese workers, whose unemployment rate reached 14.9% in December of 2023. As this quitting trend spreads throughout the world, employers may need to start embracing sabbaticals and career re-entry guidance. (Business Insider)
Findings show that 74% of employees cite work as one cause of their mental health issues. Many employees cannot differentiate between burnout, stress, and anxiety, and are prone to leaving before the company takes action. Employers should enact preventative measures to get ahead of negative feelings and encourage workers to take mental health days. (Forbes)
A Message from Our CEO – June 2024
“If I was meant to be controlled, I would have come with a remote.”
--Gen Z to their parents
My son Jackson has a real job, but as a side-hustle, he helps me dig golden nugget news stories about work culture, generations, and emerging business trends. This month, literally every news story is a gold nugget. For example: middle managers are getting canned at an alarming rate (sorry young Gen Xers), Millennials are descending the corporate ladder with glee, and 30% of parents attend their Gen Z’s job interview. Wait, what? 30% of Gen Z’s parents attend their job interview?? I’m having a hard time putting my head around this. If you are a parent, or a hiring manager, drop me a note—I need to understand this.
The one nugget I love comes from the Wall Street Journal regarding the complicated nature of phone etiquette in a multigenerational world. Is it proper to call someone without first alerting them with a text? Most young people say “no, that’s super annoying.” Most Boomers and Xers, on the other hand, consider unannounced phone calls a form of love language. But there is no “right” answer. Daniel Post Senning from the Emily Post Institute non-committedly comments, “I don’t think we’re going to land on one side of this issue or the other.” It’s a conundrum.
Actually, we don’t have to get all worked up. There is a solution—ask the person you are trying to communicate with their preference and respect their wishes. This shouldn’t be hard. But when you bring up the subject, you may want to text first to let them know you’re going to call.
Hello? Anybody there? Bueller?
Warren
June 2024
Younger generations often find unplanned phone calls intrusive, rude, or downright concerning. While calling is the norm for Gen X and Boomers, 16% of Gen Z think the phone is an unproductive form of professional communication. Forming protocols for knowing when to text or call can help set clear expectations. (The Wall Street Journal)
Workers are moving their mouse to maintain an “online” status and scheduling emails for off-hours in order to appear engaged, even during their summer vacation. Fully 83% of U.S. employees say that America glorifies being busy, and 63% are dissuaded from taking time off due to the purported consequences of not being available. Employers may consider flexible PTO arrangements to avoid burnout and increase productivity. (Fortune)
Poor leadership from managers is dissuading Millennials and Gen Zers from climbing the corporate ladder. Younger workers want more meaning and autonomy in their careers, but face outdated management practices that lack the interpersonal relationships needed to foster growth. Managers should take an inquiry-led approach in order to discover what would make positive impacts on their employees. (FastCompany)
Gen Zers are breaking company rules twice as much as Boomers, but also reporting workplace misconduct twice as much. As organizations deny Gen Zers employment due to age bias, they risk losing relevant skills and fresh perspectives. Leaders would do well to create safe spaces that allow all ages to adapt to the current work climate and remain productive. (Newsweek)
While Gen Z may be more vocal about needing time off, Millennials have a propensity for “quiet vacationing,” or taking paid time off without formal consent. A recent poll found that 78% of Americans did not use all of their available PTO in a year, but just as many said that they wish they could have. To help Millennial employees find relief from the pressure of being constantly available, employers should foster an environment that encourages conversation about vacation time. (Business Insider)
Middle managers accounted for 30% of all layoffs in 2023, and “unbossing” has increased 10% since 2018. As organizations attempt to flatten the hierarchy and provide a more direct line of communication to customer-facing employees, managers must strike a balance between “leader” and “supervisor” to Gen Z workers who started their career in the hybrid landscape. (Worklife)
Gen Z is giving credit to their parents for landing jobs, and a quarter of them are even bringing parents along to interviews. While 83% of recently employed Gen Zers attribute their success to some degree of parental guidance, 26% of those parents who tagged along actually sat in for the interview, raising concerns among employers about the younger generation’s independence and competence. (ResumeTemplates)
Despite the fact that TikTok’s existence in the U.S. hangs in the balance, 15% of Gen Zers received offers from jobs they found on the app. Companies like large-scale retailers and restaurants are providing opportunities that cater to the app’s usership. As social media job landing becomes more commonplace, users are advised to assess the authority and reliability of their source. (CNBC)
A Message from Our CEO – May 2024
“Generation X is well-meaning on one hand, and incompetent on the other.”
--Everybody
My fellow GenXers… especially those born in the 1960’s and early 70’s… you have another reason to be disappointed in yourself. Never mind that you have a strong work ethic, lower absenteeism, and exhibit better emotional stability in the workplace. Forget that you tackle conflict resolution like an All-Pro linebacker. Resilience? You survived the Cold War, a deluge of sugary breakfast cereals and the bad-hair 80’s.
Your latest challenge is this: You’re too old to get hired, or… not old enough. In a report by BBC news (see article below), Gen Xers are being passed over for roles of all kinds. Employers see young people as more malleable. With a dramatic surge in a new, digital workforce, employers are placing their bets on Millennials who are digital natives. Meanwhile, Boomers won’t vacate the corner office. Xers are stuck in the middle. The sandwich generation. Caught in the middle. A dry ham sandwich.
It's a real problem. 80% of workers between 45 -60 have experienced or witnessed ageism. And women face additional hurdles. Women in their 40’s are often seen as preoccupied with family responsibilities. Being a woman and being older is a double whammy.
There is no use in complaining. And Xers don’t. GenX’s steely stoicism pushes them through. If anything, this is just one challenge in a poorly-timed ill-fated life. Brush it off and send off another 100 resumes.
We. Don’t. Dodder.
Warren
May 2024
Mid-career Gen Xers find themselves ‘sandwiched’ between what are perceived as malleable, tech-savvy youngsters and hard-working, reliable mainstays. Fully 80% of employees between the ages of 40 and 65 claim to have witnessed or faced ageism at work. To assist Gen X, workplaces can implement training to combat age bias and teach mid-career applicants to focus on transferable skills. (BBC)
Debate has sparked as to whether discussing politics at work is appropriate or should even be allowed. Some CEOs are advocating for a ban on political talk in order to maintain productivity and neutrality, while others emphasize the importance of respectful debate and inclusivity. Leaders should establish clear policies and ensure employees are working towards a shared mission despite political beliefs. (Management Today)
“Gen Global” is arriving in spades. Almost half of employees believe that global companies provide better pay and benefits (49%), more cultural diversity (48%), and greater job flexibility (40%) than regional companies. Meanwhile, 66% of leaders say having employees in multiple countries is part of their business strategy. Prioritizing flexible work arrangements and diversity in recruitment can help enhance employee satisfaction. (FastCompany)
Gen Z workers are increasingly opting for skilled trades over traditional college paths due to consistently rising pay, technological advancements, and skepticism about college education's return on investment. Despite the physical demands and some uncertainty from parents, many young workers are finding fulfillment in careers like welding and auto repair, prompting a shift in recruitment focus for employers. (The Wall Street Journal)
Gen Zers with AI skills are poised to overtake millennials in employment opportunities, according to research by Microsoft and LinkedIn. Despite the increasing prioritization of AI skills, there's a lack of employer investment in training existing staff in AI, leading to a growing skills gap where younger applicants are often in favor. Leaders can bridge this gap through training and the integration of AI into organizational goals. (Fortune)
Data shows that 70% of mothers of children aged 5 and younger, and 80% of mothers of children 5-18 are working, but less than half of working women think that their organization provides flexible child care solutions. Creating policies like flexible hours, remote work, and instituting childcare benefits will help support working mothers’ needs. (Gallup)
Fully 73% of Gen Z employees will quit if they do not receive regular feedback, according to a recent UK survey. Only 15% of managers have weekly check-ins with their employees, while 76% talk about employee performance once a month or less. Regularly updating employees on their work and organizational goals is key in preventing burnout and low efficacy. (StaffCircle)
The world’s largest four-day workweek trial has led most participating organizations to permanently shrink the workweek. Citing positive impacts on employee well-being, less turnover, and a nearly 30% increase in productivity, the study is proving to be a catalyst for companies’ reevaluation of ‘sustainable work.’ (Forbes)
A Message from Our CEO – April 2024
“My goal as a parent is to prepare you for the future, not to make you like me.”
--Amy Chua
Meet the Anx-Z generation. Anx-Z’s (Gen Z + Anxious= Anx-Z) are a segment of Gen Z that were born in a seven-year period between 1998 – 2005. The oldest turned 14 in 2012– the first to be sucked into a torrent of addictive content on social media, which studies show profoundly rewires the brain. Literally, the part of the brain that is responsible for maintaining attention shrunk like a raisin. Anxiety, depression, visits to the ER, feelings of loneliness, and suicide all spiked with this generation. They would spend 6 hours on social media scrolling and trolling, being pressured to curate the perfect life, especially for girls.
Social media was half the problem. The other half was overparenting that restricted free play. According to Jonathan Haidt’s new book, The Anxious Generation, “Physical outdoor play with other children of mixed ages is healthiest, most natural, and most beneficial play. Play with some degree of physical risk is essential because it teaches children how to look after themselves and each other. Children can only learn how not to get hurt in situations where it is possible to get hurt. Unfortunately adults usually can’t stop themselves from directing and protecting.”
So Anx-Z’s experienced the perfect storm of too much protection on the playground IRL (In Real Life) and not enough in the vast sinister digital world. We really dropped the ball.
The good news is that the problem has been identified and articulated. Zuck and the rest of the algorithm kings are the new enemy of the people, and parents are warming up to raising their kids “free-range”, much like they were when they were growing up. The tide is turning. The pressure to oust Tik-Tok is as much about the pernicious effects on its young users as it is national security.
How Do You Manage Anx-Z’s at Work?
It’s too late to manage Anx-Z’s with tough love. “Free-play” works for a 9 year old, but it too late for a young adult. However, there are 5 key things to know about managing this generation:
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Tech-savvy. They gravitate and thrive in digital environments. Make sure your company is tech-forward with the latest software and communication tools.
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Authenticity and Transparency. As awkward as their basic soft skills might be, they crave open and “emotionally honest” dialogue. For AnxZ’s, their life is an open book and they expect everyone else to be as well.
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Meaningful Work and Impact: The gravitate toward purpose-driven organizations and want to make a difference in the world, in their community, and with their friends.
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Flexibility and W-L Balance: They prioritize their health and personal life. Flexible work arrangements with remote options are a must.
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Embrace diversity and Inclusion: Demographically, Anx-Z’s are the most racially, ethnically, and culturally diverse generation that has ever worked in the workplace. Promoting cultural awareness and implementing diversity and inclusion initiatives will go a long way for improving overall engagement.
Every generation brings unique strengths to the workplace. For this generation, they have a keen understanding of social and emotional learning and can help create a culture of empathy and understanding that is lacking in so many workplaces today. This is the generation that is going to make the playgrounds of the future.
Go. Play. Outside.
Warren
April 2024
Gen Z is in the management space, and these young leaders prioritize mental health and work-life balance, introducing practices like “mindfulness Fridays” and "heart checks" to support their team. Having experienced the disruptions of the pandemic as they entered the workforce, Gen Z is reshaping workplace norms, emphasizing emotional intelligence, openness, and individual strengths over traditional hierarchies. (The Wall Street Journal)
The inefficacy of meetings is spurring companies to enforce “no-meeting days” as standard practice. Nearly three out of four of employees feel that most meetings do not encourage collaboration, nor disseminate information, nor accomplish tasks. Cutting meeting times in half, making sure there is an agenda beforehand, and assigning a facilitator can mitigate the meeting fatigue. (Fortune)
One in five U.K. employees are working from home more often in order to avoid annoying colleagues. Oversharing, gossiping, and swearing are often instigators for staying in. That said, over half (55%) of employees say being informal at work makes it more enjoyable. For employers, cultivating a balance between “personal” and “professional” is key to a comfortable and productive workplace. (Startups Magazine)
Companies’ investment in childcare is proving to be a boon, with ROIs as high as 425% and three quarters of employees saying that the peace of mind has helped their work performance. Up to 86% of respondents to a recent survey said that they were more likely to stay with their employer because of childcare perks. Employers will do well by designing benefits to meet the needs of parents. (Boston Consulting Group)
Millennial women are leveraging Facebook Groups for career advice, turning to the platform for referrals, interview tips, and mentorship. Advice-seekers feel too exposed to their colleagues on LinkedIn, and Facebook provides them with a casual space that allows for anonymity and diverse perspectives. (Fast Company)
One third of workers aged 18-24 report that they suffer from mental health issues– an increase from the one quarter who said the same in 2000. Despite generational stereotypes of less-resilient youth, studies show that Gen Z’s anxiety is often a result of sleep deprivation, social deprivation, attention deficiency, and addiction, of which social media may be a significant cause. (The Guardian)
For Gen Z, working more than one job to curb financial anxiety is normal. Fully 69% of Gen Z workers describe their financial situation as “fair” or worse, with 32% saying it is “poor” or “very poor.” As the oldest of the generation ages out of their parents’ health care plans, young workers take on gigs and side hustles to feel more secure about their future. (GOBankingRates)
Younger workers’ casual language is clashing with traditional notions of professionalism in the workplace While there's a push for more authenticity and candor at work, learning to balance personal expression with professionalism remains essential for career success, as poor communication is a critical factor in hindering career progress. (BBC)
A Message from Our CEO – March 2024
“What is there so fearful as the expectation of bad tidings delayed?”
--Mary Shelley
Just by following friends on Instagram and Facebook, we feel poorer and less fulfilled. New research reveals that we are not worthy. Our friends tend to post their best selves—the big spring break vacation to Portugal, the adorable dog. “They’re perfect,” you say, “…and all I did last spring was clean the garage.” But what you don’t see in your friend’s social media narrative is the aftermath of the Norovirus that they contracted while on the trip, or that their dog somehow caught the virus and is now sh*tting all over the oriental rug. And the husband has a gambling addiction. You get the picture.
It turns out that leaders in the workplace are doing the same thing– addicted to positive messaging in their communication, and not telling the whole story. A new report in HBR (featured below) points out that skirting over bad news and difficult topics actually creates more stress and uncertainty among employees. One of the biggest mistakes leaders make is focusing on how awesome the future looks without looking back on all the bumps in the road and sacrifices in the past that led to the success and the challenges ahead… warts and all.
Another faux pas is skipping the non-update update. A 2023 Gallup survey showed that U.S. employees are feeling increasingly left out of the loop by their leaders and managers. When there are no updates, the worst thing you can do is stay silent. Let people know there are no updates but let them know what you are thinking about. Invite them into your thought process and always solicit feedback. Ed Koch was a New York City Mayor who was known for saying to anyone who would listen, “How am I doing?”
Finally, it’s okay to deliver bad news. Be honest. Be transparent. In the long run, that will get you more followers than Happy Bullshit.
Be. Real. Pleeeze.
Warren
March 2024
When tensions run high, it is better to acknowledge that things are difficult and not only focus on success. Leaders must be particularly mindful of how they communicate with their teams. In a recent global survey, 44% of employees reported they had experienced a significant amount of stress the previous day. Managers can mitigate this stress by providing context, being transparent, and not focusing too hard on the future. (Harvard Business Review)
When looking for a new career, Gen Z values higher salaries and promotion opportunities over work culture and job fulfillment. Only 61% of Gen Z consider work to be a part of their identity, and 83% label themselves as “job hoppers.” Feeling secure in a changing economy is important to this generation, so employers should be aware that they are likely to jump ship if their financial needs are not met. (Business Insider)
Managers are implementing lax “shadow policies” regarding work-from-home and return-to-office mandates, accepting that the written WFH and RTO policies will not be met by staff. Fully 79% of managers feel that their team is more productive working remotely or hybrid. Employers will do well by prioritizing the recruitment and retainment of talent over having a strict work schedule. (Worklife)
Younger workers are feeling disengaged from their organizations and managers, and the least engaged at work are older Millennials. Post-pandemic, these employees have trouble seeing a future for themselves in their current roles, as opposed to Boomers who prove to be steadily engaged. Managers can increase employee engagement by showing up on-site, providing personalized development plans, and offering flexible options to employees who must work in-person every day. (Gallup)
Gen Z and Millennial workers are feeling unproductive and unsatisfied due to a lack of support from their older bosses. Employees with managers who are 12+ years their senior are almost twice as likely to report feeling unproductive and three times as likely to be unsatisfied at work. Considering age in career development and addressing employees’ soft skills may help both sides gain satisfaction. (Fortune)
Despite differences in how they define success, both Boomer and Gen Z women recognize the importance of solidarity in shaping a more equitable future. While the former tends to measure success by salary, and the latter by a comfortable lifestyle, both understand that attentiveness to one another's experiences are essential for cultivating gender equity in the workplace. (Forbes)
A new law in New York City allows job applicants to opt out of AI-based resume scanning. While some see AI use as a means to mitigate potential bias, others fear the lack of a human perspective could hinder their chances of getting hired. Applicants must now face the additional stressor of weighing the pros and cons of skipping automated vetting. (The Wall Street Journal)
Gen Z is appreciating the tangibility of the paper dollar by “cash stuffing–” physically doling out money into several vessels as a way to budget life expenses. While this is not a new concept, 69% of Gen Z are using cash more than they did in 2022, suggesting that digital currency is making it more difficult to practice healthy spending habits. (Newsweek)
A Message from Our CEO – February 2024
“It is absurd to divide people into good and bad. People are either charming or tedious.”
--Oscar Wilde
What are we learning about Gen Z and the emerging Alpha generation? We’ve learned that half as many are doing illegal drugs compared to Millennials and Gen X when they were young. We’ve learned they’re having less sex compared to Millennials and Gen X when they were teens. Boomers were a total freak show when it came to sex, or course. Beer and alcohol consumption has plummeted as this temperate generation turns to nifty non-alcoholic spritzer libations. They value humility. They are thoughtfully sophisticated in the nuances of emotional self-regulation. They are sleeping longer, rejecting the “hustle culture,” turning in early with healthier sleeping habits (see article below). Dressing up and looking “respectable” is turning into a thing (see other article below). They are more “civic”—they vote at higher numbers compared to previous generations when they were young. In a remarkable throwback, they are starting to learn cursive handwriting. Finally, at work, they want to work in a job that contributes to a more just society.
I’m warming up to boring. Bring it on. I’ll take boring over the volatility and the dark side that comes with “charisma.”
As an employer, how do you manage these perfect young people that we raised? First, throw away your old notions of how you were managed in the 90’s and early 2000’s. There are 5 must-have areas required today for a better performing organization that were not in your playbook 5 or 10 years ago. To future-proof your company:
1. Foster collaboration and inclusion. They value diversity of opinion, and a culture of collaboration and teamwork.
2. Promote and practice work-life balance. Support flexible work arrangements. Understand the importance of “balance” by investing in their well-being (mental, emotional, physical).
3. Emphasize recognition and frequent feedback. Speed up your feedback loop. Reinforce positive behavior while setting clear guardrails.
4. Provide meaningful work. Link their task to the organization’s mission and objectives.
5. Embrace new technologies. Use the latest digital tools and platforms to enhance productivity and collaboration. What tools? Ask Gen Z, they’ll know.
Easy, right? Stick with this simple to-do list, and you’ve perfected the workplace. Not so fast. This is a leadership issue and requires a hard look at your readiness for the future workforce. It may even require a real hard look at your current culture, which may require you, the leader, to change your worldview. You can use Psilocybin mushrooms for this. They have been found to shift and reorient a leadership team’s thinking, but they’re illegal and you might throw up in front of your colleagues.
Another option is to hire a culture doctor to assess your generational readiness and prescribe a course of action. We have world-class experts in this niche field who’ve developed a culture assessment to identify the “cultural resilience” of your organization and prescribe a course of action. If you want more information on how we do it, let us know and we will dispatch a culture doctor pronto.
Boring. Is a. Blessing.
Warren
February 2024
Uneven work-life balance is taking its toll – especially on younger generations. Gen Z thinks that too much of their personal lives are intertwined with their work, with 90% of them checking email and other work correspondence off the clock, followed by 74% of Millennials, and 65% of Gen Xers. Finding the right career—whether in-person, remote, or hybrid—and learning when to put the phone away can be key in achieving a healthy work-life balance. (FlexJobs)
Data suggests that those in their twenties are sleeping longer and going to bed earlier compared to previous years, reflecting a shift towards healthy sleep habits and a rejection of hustle culture. With Gen Z prioritizing shut-eye over late-night socializing, businesses are adapting by offering daytime events and earlier entertainment options. (The Wall Street Journal)
In an age of tablets and keyboards, cursive handwriting is making a comeback. Five states have passed cursive instruction bills in 2024, setting up Gen Alpha with a unique skill that may have passed by much of Gen Z and been abandoned by some Millennials. Being able to read and write cursive may improve cognitive ability, refine motor skills, as well as increase legibility of signatures and historical documents. (Reuters)
Gone are the days when ‘preppy’ meant sweaters draped around polo shirts, boat shoes, and Abercrombie & Fitch– Gen Alpha defines ‘preppy’ as comfortable, “girly,” pink clothing, often featuring smiley faces or cartoons. Preppy accessories include ribbons, bowties, and Stanley brand water bottles. Companies may adjust their marketing strategies and product offerings to align with this new, self-aware ‘preppy’ trend. (Business Insider)
The demand for AI skills is outdistancing the supply of capable employees, forcing organizations to learn how to hire with AI in mind and/or create educational opportunities at work. Leaders should allow AI integration in routine tasks such as data management and creative endeavors in order to encourage familiarity among employees. (Fortune)
Employers are reluctant to lay off any workers after recent labor shortages, and at the same time, less likely to provide raises in order to sway employees to stay. Economists predict that wages and new hires will continue to slow, and layoffs will likely remain low in 2024. Managers should strive to make their employees feel valued by creating a positive and flexible work environment. (Forbes)
With intent to make extra money on gig apps, rent out their homes, and find other ways to supplement their income, Millennials are proving to be more of a side-hustle generation than any other – even more so than Gen Z. Not only can side-gigs provide financial benefit, but they can also serve as creative outlets that boost efficiency, confidence, and employability. (FastCompany)
TikTok creators are taking advantage of the relatability of workplace patterns, and videos about corporate life are going viral. With #WorkTok at 2.5 billion views and counting, users have created their own condensed versions of The Office. Poking fun at work culture can be a healthy outlet after-hours, but maybe clarify with your employees that WFH means “work from home” and not “work-free holiday.” (Worklife)
A Message from Our CEO – January 2024
“The wise rest at least as hard as they work”
- Mokokoma Mokhonoana
‘Busy’ has become a status badge. When you ask someone, “how is work?” they usually respond “busy,” or “crazy,” or “crazy busy.” This is one I like: “insane.” Really, work is insane? Then why on earth are you working there? In a perverse and twisted trend, being overworked has become an aspirational lifestyle, according to two researchers at Columbia and Harvard. The researchers found that the perceived scarcity of your value at work contributes to your social status. We value busy more than purpose.
Blame the Boomers. They rolled up their sleeves and bombastically blew up the 9-5 workday. Then Gen X came along, slid into leadership positions, and continued the trend with their hard driving result-driven intensity and neuroticism. Can Millennials and Gen Z save us? I really hope so. Indeed, trends of 30-year old’s and younger emphasize purpose over paycheck, and balance over work-centrism. If they have their way, and surely, they will when they step into leadership positions, work and attitudes toward work might be entirely unrecognizable. With a boost from AI, and a reprioritization of what matters, we might just start to value friends, family, and community first.
Get. A. Life.
Warren
January 2024
Busyness, rather than leisure, has become the new status symbol in the U.S., with Americans now associating long working hours with higher status due to perceptions of competence and demand. This trend reflects changes in social class, work dynamics, and public values – it also suggests a societal need to reevaluate what work-life balance really looks like, and encourage a healthier approach to both productivity and relaxation. (The Atlantic)
Despite its merits, remote work may fall short in sparking the collaborative creativity essential for significant innovations, particularly in scientific and technological fields. Organizations may want to consider creating opportunities for in-person brainstorming sessions, even in a predominantly remote work environment, to better foster breakthrough ideas and maintain a competitive edge. (Business Insider)
A recent Korean study found a strong correlation between long commute travel times (those over an hour) and experiencing depressive symptoms – particularly among unmarried men and lower-income women. Flexible working arrangements and support for healthier transit alternatives are among the options that employers can explore to help mitigate the adverse effects of longer commutes. (Journal of Transport & Health)
Hybrid work is on track to replace both fully in-person and fully remote work in white-collar environments – the challenge now lies in identifying and implementing the hybrid model that best fits each workplace. Business leaders should aim to define clear hybrid work policies that leverage the strengths of both models, while taking into account any challenges or benefits specific to their industry and their employees. (CNBC)
Analysis of U.S. job ads reveals a significant and growing divide in remote work opportunities (favoring higher-paid and more educated workers), which raises concerns about fairness and morale among front-line staff. Companies could address this disparity by aligning their work arrangements with those of their front-line teams, or offering other forms of flexibility, such as a four-day workweek or less rigid scheduling. (Harvard Business Review)
When it comes to traditional work hours, Millennials in particular find a 9 a.m start time to be too early, with 24% preferring to begin work later compared to only 15% of Gen Z, 11% of Gen X, and 2% of Boomers and Silent. To attract and retain talent across generations (and stages of life), businesses could explore more flexible scheduling options that respect individual preferences and work-life balance. (NewsWeek)
A holistic look at recent promotions and workplace advancement trends suggests the need for better advocacy and negotiation skills among employees, as well as more proactive career development support from managers. Organizations looking to boost engagement and reduce employee churn should encourage open discussions about career growth and ensure that employees feel empowered to negotiate for deserved promotions and raises. (Worklife)
Hybrid and remote work poses unique challenges for career development among younger generations, and may exacerbate existing disparities in mentorship for women and people of color. Creating more structured and inclusive coaching programs (potentially by leveraging technology to facilitate remote connections and support diverse career paths) would be helpful for newer employees, while also enriching the mentorship experience for more seasoned workers. (FastCompany)
A Message from Our CEO – December 2023
“I gave my blood, sweat, and tears for this?”
--Taylor Swift
Most people spend one-third of their waking hours at work or thinking about work. And lately they’re complaining and miserable about work. But why? Wages are increasing, and workers have more flexibility than they did before the pandemic. Yet, 34% of workers “dread starting their workday” and 52% of workers feel stress at work everyday. Part of the reason is the vibe-cession, the non-descript existential dread, malaise and discontent or our times. Climate change, inflation, war, polarization, and Netflix raising their rates with nothing to show for it.
But drill down further you’ll find the real reason—one that is less obtuse and more prescriptive. The vocational torment lies in a very simple truth—
Employers are good at hiring and really, really bad at onboarding. The first 6-months on the job are mission critical. It is during this period where new hires crave training, coaching and mentorship. It is where first impressions are made and employees start to learn how much their organization is vested in their success. All this blew apart with the remote revolution. Your company is in Washington DC, and you live in Dallas, for example.
Recent research shows that the least engaged employees are the ones in their first 6-months on the job. It used to be the opposite-- the “honeymoon period” (stupid name) where hope and opportunity are paired with a new computer and great cafeteria. Instead, new employees sit on their hands, at home, often in a different metro than their boss. Connections are never established. The neurons atrophy and they wonder why they are here.
This does have a generational component, as most new hires are Gen Z. Their need for safety, support, coaching and mentorship is an imperative. The solution? Be purposeful about building an over-the-top onboarding process. Reinvent your process, and start with the question: “How can I help new employees LOVE [your company here] in their first 6-months on the job”? We can help with that, btw.
Make it a priority in 2024.
Honeymoon’s Over. Get Back. To Work.
Warren
December 2023
Despite benefits like increased wages and more flexible work options, U.S. workers are experiencing heightened levels of stress and disengagement that signal a deeper issue in modern workplace dynamics. The situation calls for employers to explore solutions that address the root causes of employee discontent, including fostering more inclusive and supportive work environments, rethinking remote work policies, and enhancing interpersonal connections within teams. (The Wall Street Journal)
Gen Z's reluctance to pursue promotions, particularly individual contributors who are choosing work-life balance over management roles, signals an oncoming leadership crisis for companies who can’t adapt. Employers might consider redefining leadership roles and enhancing support and training to bridge this growing gap in their succession planning. (Visier)
The rise of public pay transparency has led to an “arms race” in employer compensation, with companies broadening their focus from just salaries to a variety of non-cash benefits and perks. This new landscape requires that managers examine their employment offers to ensure that they are competitively meeting the evolving expectations of job seekers. (Zip Recruiter)
Despite the growing availability of “pink collar” roles, men's avoidance of jobs predominantly held by women points to a persistent stigma around feminine occupations and a rigid adherence to traditional gender roles. Any organizations that are able to successfully navigate these gendered perceptions when hiring in traditionally female industries will have access to a larger, more balanced pool of candidates. (The New York Times)
A recent report on office spaces shows that, while companies are increasingly mandating RTOs, a good number are also choosing to reduce their offices’ square footage. Hybrid work presents a unique challenge for these types of organizations – looking to mandate in-person attendance while balancing the costs of underutilized office space calls for both innovative strategies in space management and flexibly timed work schedules. (Robin)
The concept of merit-based flexibility, aligning remote work privileges with measurable productivity, presents a compelling shift from conventional office-centric models. Proponents of this model suggest that focusing on performance outcomes rather than mere physical presence could help organizations achieve higher productivity (and employee satisfaction). (Fortune)
With its focus on employee wellbeing through initiatives like wellness allowances, long holidays, and the practice of “fika”, Sweden’s work culture sets a high standard for organizations looking to foster a positive work environment. This approach could serve as a model for global companies hoping to improve employee satisfaction and promote a more engaged and healthier workforce. (The Guardian)
The modern workplace’s focus on efficiency and digital communication has coincided with a decline in basic interpersonal skills among employees, prompting leaders to actively teach skills like initiating conversations with a greeting. These anecdotes underscore the importance of nurturing soft skills and personal interactions among newer hires, particularly when trying to build a strong company culture. (Business Insider)
A Message from Our CEO – November 2023
“If you don’t like the weather, wait a minute.”
--Astute Observer
It’s over. The Great Resignation bandwagon has slowed to a crawl and is going in reverse, as employers now hold most of the cards.
Turnover has declined steeply, and as the end of the year approaches (aka, firing season) expect to see some significant layoffs, particularly in large organizations. In the last 3-months, 4% of employees were new hires. This compares to over 9% in 2022, more than double. There are less musical chairs than people, so voluntary resignations will become “involuntary” resignations.
But here’s a bigger problem… just as many bad performing employees are staying as long or longer than good performing ones. They’re not leaving, but they are quietly quitting—not getting the work done that needs to be done. So companies are left with the same problems that exist in high turnover and low turnover environment—poor management, especially mid-level management. You can’t blame them for being bad managers. As our second article spells out, three-quarters of the managers are “accidental managers” poorly training for their roles. The UK study suggests we are “throwing managers in the deep end” without a life raft.
Being a workplace consultant for over 2 decades, I have seen training budgets slashed over the years and it’s not helping companies get to the next level. You’ve probably done your budgets for the year, but I would recommend you spend less on AI and climbing walls and re-allocate money to develop your mid-level managers. It’s the best investment you can make for the future of your organization.
Training. And. Development
Warren
November 2023
The “Great Resignation” seems to be over, signaling a new era of workforce stability marked by a normalization in quit rates and diminishing salary benefits for job changers. Leaders looking to make the most of this cultural shift should focus on improving job satisfaction among long-term employees through career development opportunities and workplace enhancements. (Fortune)
Research reveals that over three-quarters of UK managers are considered "accidental managers" with inadequate training for their roles, a situation that can have a negative impact on employee satisfaction and lead to an increase in resignations. Executives should prioritize management training programs for those newly promoted employees to enhance leadership quality and reduce turnover. (Chartered Management Institute)
The shift back to in-person work comes with increased personal costs for employees, prompting the need for employers to reassess the traditional office model and explore ways to alleviate financial pressures. Providing options like remote work flexibility, enhanced office perks, or compensation adjustments could be essential strategies to align with workers' post-pandemic RTO expectations. (Owl Labs)
The enduring (and “aggressively corny”) Zoom wave seems to have outlived the pandemic and become a permanent part of digital etiquette, signaling meeting conclusions. Recognizing and fostering these types of gestures, however small and trivial, can help organizations bolster a sense of community and belonging among remote teams. (Financial Post)
Despite increased company restrictions, many employees are secretly leveraging AI tools like ChatGPT to improve performance and output. Exploring secure, regulated ways to integrate GenAI into workflows is key – leadership should consider structured pilot programs for AI tool usage that include robust compliance checks and data privacy training to align company policy with employee work habits. (BBC Worklife)
The majority of Americans anticipate AI will negatively impact job numbers, with skepticism higher among older demographics and those with less education. Companies should engage in transparent communication about AI integration, emphasizing upskilling and reskilling programs to prepare their workforce for an evolving job market. (Gallup)
Designed to give employees additional time off to focus on personal health and happiness, “well-being days” are being increasingly adopted by larger companies as a remedy for workplace stress and burnout. To ensure long-term effectiveness however, managers must pair “well-being days” with comprehensive strategies designed to tackle the root causes of stress. (Financial Post)
LinkedIn has revamped its feed in an effort to elevate posts that deliver expertise and solicit meaningful engagement, hoping to differentiate its content from that of other social media. The platform’s new strategy rewards creators who share informed content within their areas of professional experience, sidelining less work-focused posts aimed at mass appeal and virality. (The Washington Post)