A Message from Our CEO – April 2025
“Loneliness is not being alone. It’s being forgotten.”
- Charlie Brown
There he is—our lone protagonist in the Hopper-lit diner of corporate existence. Crisp suit, stiff collar, and not a soul to share the silence with. If you listen closely, you can hear the soft hum of fluorescent lights and the unspoken truth: work has gotten lonely.
New research confirms what many quietly feel—fewer people have close friends at work. Gallup reports that only two in ten employees say they have a best friend at the office, and the number is dropping. Remote work gets blamed, but let's not pretend this started with Zoom. The erosion began when hallway conversations were replaced by productivity apps, and vulnerability was pushed out by performance reviews.
We haven’t just streamlined the workplace. We’ve sterilized it. And in doing so, we’ve traded camaraderie for quiet—where friendship once sat, there’s just an empty booth.
Part of the problem is emotional, but a lot of it is economic. In a climate of constant layoffs, reorgs, and quarterly panic, people are hesitant to invest in something as fragile—and human—as friendship. Why form bonds if you’re just one budget cut away from a LinkedIn announcement? Going to work now feels less like coming home and more like checking into a hotel: temporary, transactional, and not worth unpacking your emotional baggage.
But leaders can change that. Especially for Gen Z—who crave authenticity, community, and purpose—intentional efforts go a long way. Start by creating space for non-transactional interaction. Carve out time in meetings for human check-ins, not just updates. Pair people up for projects based on interests, not just skills. Celebrate small wins publicly. Make inside jokes a team sport.
Model it yourself. Be just vulnerable enough to show that connection isn’t weakness—it’s culture.
You can’t manufacture a bestie. But you can make it safe—and even smart—to have one.
In the background, a young Bobby Dylan croons,
“How does if feel?
To be without a home,
Like a complete unknown, like a rolling stone”
Make. Work. Worthwhile.
Warren
April 2025
Employees are no longer investing in workplace friendships, with less than 25% staying in their roles because of coworkers and over half actively avoiding forming bonds. Job volatility, remote work, and changing values around work-life boundaries may all be contributing factors. Workplace friendships have been shown to increase performance and quality of life. Rather than abandoning social bonds, employees should be intentional about their office friendships and adopt values that work for them. (Worklife)
Portents of a recession have every generation responding with anxiety and their own individual methods of coping. Gen Zers increasingly believe that side-gigs are necessary; millennials’ could waylay big milestones like homeownership and starting a family; Gen Xers may enter triage mode, bearing the brunt of it while managing families and mortgages, and Boomers may have to tighten their belts to maintain their retirement plans. (Forbes)
In response to mass layoffs and job insecurity, Gen Zers are embracing “work uniforms”—a minimalist, Steve Jobs-like garb. This TikTok trend is not just about fashion, but about regaining control, reducing decision fatigue, and presenting a safe, professional image in a time where employees see their careers as fragile. (Fortune)
Polyworking is not a blip, but a strategy born from economic pressure and the erosion of the traditional career. Over half of millennials work more than one job, with 24% working three jobs, and 33% juggling four or more. While living on one salary is still the norm, it is not always the ideal. Companies should ask what would make their workplace the one to commit to. (The Guardian)
A workplace’s background music may be more beneficial as a productivity tool for employees rather than ambiance for customers. “Music misfit” can significantly affect employee satisfaction, as well as lead to fatigue and poor focus. Companies may more heavily consider what they choose to play over the speakers, or even ask for employee input if they can. (Journal of Applied Psychology)
Many raised in times of recession and job loss are suffering from ‘money dysmorphia’, skimping on groceries without needing to or throwing lavish parties way over their budget. Fully 43% of Gen Z reports experiencing money dysmorphia and the average credit card debt for said generation is $3,500. Employers can help alleviate financial stress through professional development opportunities focused on money management. (The New York Times)
Mentorship is an imperative strategy for retaining Gen Z employees, who prioritize growth and career purpose. The pandemic underscored the value of connection and now intentional work relationships are more vital than ever. In addition to thorough onboarding and career-pathing plans, leaders should take on mentor roles to foster trust and collaboration to the benefit of their employees and themselves. (U.S. News & World Report)