6 Steps to Optimize Gen Z’s Workplace Performance: A Leader’s Guide

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As leaders increasingly manage teams with members from multiple generations, understanding what each generation uniquely brings to the table is more critical than ever. Australian company, Marlee, recently released the results of a 23-year-long study into generational differences, with particular emphasis on the attitudes and behaviors of Gen Z. This research offers invaluable insights for leaders seeking to optimize Gen Z’s workplace performance.

To set Gen Z up for success, leaders can integrate strategies that align the workplace’s evolving demands with Gen Z’s preference for stability. This means recognizing and valuing their unique perspectives on change while encouraging flexibility and resilience. Below, we explore specific methods leaders can use to cultivate a supportive workplace for Gen Z while still balancing the needs of the older generations.

Embrace Structure to Foster Confidence—Step One

Unlike older generations, who often thrive in environments that promote rapid change and innovation, Gen Z feels more at ease in structured, predictable settings. They’re less motivated by the promise of transformation and more by the stability that allows them to perform consistently and confidently. Marlee’s study revealed that 32% of Gen Z workers prefer maintaining the familiar rather than chasing change. Leaders can foster productivity by creating a reliable framework for Gen Z employees, offering them a sense of certainty and continuity even during organizational shifts.

Leadership Tip: Clearly communicate what will remain unchanged in the face of new developments. When introducing changes, emphasize what will stay consistent to help Gen Z employees feel grounded and supported.

Support Gradual Skill-Building Over Constant Reinvention—Step Two

While Millennials and Gen X employees often enjoy the challenge of acquiring new skills, Gen Z can feel overwhelmed by a continuous push for skill diversification. They’re not resistant to learning but benefit more from steady, achievable goals that gradually build confidence. Leaders can support this by guiding Gen Z toward structured skill development through online tutorials, peer mentoring, or in-person workshops.

Leadership Tip: Encourage Gen Z to approach skill-building in a self-paced manner. For instance, recommend specific YouTube tutorials or invite them to attend workshops with diverse teams where they can absorb new skills in a supportive environment. This gradual approach ensures they’re building skills without feeling rushed.

Communicate Change as a Necessity, Not Just an Exciting Vision—Step Three

Gen Z tends to approach change when it feels unavoidable rather than aspirational. They’re motivated by problem-solving and may not respond to visionary goals in the same way as other generations. If a change is framed as essential to solving a pressing issue, they are more likely to buy in and engage fully.

Leadership Tip: When implementing changes, leaders should emphasize the practical reasons behind the shift, highlighting how it resolves specific pain points or eliminates inefficiencies. Leaders can encourage Gen Z to feel like active problem-solvers rather than passive adapters by linking change to concrete outcomes.

Introduce Mentorships for Confidence in Change Management—Step Four

Gen Z employees often feel uncertain about approaching big-picture thinking, especially when change is involved. Having a mentor from an older generation, like a Gen X or Millennial, who is comfortable with change can provide the reassurance they need to navigate evolving workplace dynamics. A mentor can help Gen Zers break down complex changes into manageable steps, helping them confidently approach unfamiliar challenges.

Leadership Tip: Pair Gen Z employees with mentors who can model resilience and adaptability in the face of change. This relationship offers Gen Z employees a safe space to ask questions and learn from those who view change as an opportunity rather than a disruption. The shared guidance can help Gen Z build comfort with ambiguity over time.

Cultivate Resilience Through Scenario Planning—Step Five

Leaders can create a culture of brainstorming and scenario planning to help Gen Z build resilience. By engaging in discussions with teammates from older generations, Gen Zers can explore potential outcomes of new projects or workplace changes. This exercise helps reduce anxiety around uncertainty by allowing them to anticipate and visualize different scenarios before they arise.

Leadership Tip: Encourage Gen Z employees to collaborate on future plans with Baby Boomer and Gen X teammates. Their natural caution can be balanced by the excitement and optimism of their older counterparts, helping them gain a well-rounded perspective on upcoming changes.

Build a Culture of Stability and Incremental Innovation—Step Six

While Gen Z may not seek out innovation for its own sake, they value incremental improvements that don’t disrupt their workflow. Leaders can create a culture where change is introduced gradually, building stability while fostering a growth mindset. This approach lets Gen Zers appreciate the benefits of innovation without feeling overwhelmed.

Leadership Tip: Implement small, consistent improvements rather than sweeping overhauls. Allow Gen Z employees to adjust to these changes one step at a time, helping them integrate new processes or tools without disrupting their sense of stability.

With each generation carrying distinct strengths and expectations, leaders play a crucial role in bridging these perspectives. By balancing the need for stability with opportunities for incremental growth, leaders can cultivate an environment where Gen Z feels supported and empowered to take on future leadership roles. This approach optimizes performance across the team, harnessing each generation’s unique outlook to build a cohesive, resilient, and high-performing workplace.

Want to dive deeper into the results of Marlee’s ground-breaking study? Click here to download your copy of the report for FREE today!

Navigating the New Frontier: Gen Z’s College Dilemma

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Gen Z, a generation raised on tech, devices, social media, and a rapidly evolving job market, is at a crossroads. The traditional college pathway—once considered a near-necessity for success—is being scrutinized like never before. On one side, there’s a growing wave of disillusionment with accumulating debt for a degree that might not guarantee employment. Conversely, innovative colleges are reimagining education to offer real-world skills and unparalleled value. The question is: Is it time for Gen Z to ditch college altogether, or can they find a new breed of institution that prepares them for a future defined by rapid change and opportunity?

The Ditch College Movement: Reevaluating Traditional Paths

In recent years, a notable trend has emerged among Gen Z—many are questioning the return on investment for a college degree. With skyrocketing tuition fees and a competitive job market, the idea of entering the workforce without the burden of student debt is incredibly appealing.

Several factors contribute to this shift:

  1. Exploding Tuition Costs: With student debt in the U.S. topping $1.7 trillion, many young people are reevaluating whether a degree is worth the financial strain.
  2. Alternative Learning Platforms: The rise of online courses, boot camps, and vocational training offers high-demand skills without the hefty price tag of a four-year college.
  3. Real-World Experience: Internships, apprenticeships, and entrepreneurial ventures provide hands-on experience and networking opportunities that some argue are more valuable than classroom learning.

The allure of bypassing traditional education is strong. As startups, freelancing, and gig economy jobs proliferate, the pressure to conform to old standards diminishes. For some, the traditional degree seems like a relic of the past, unable to keep pace with modern career demands.

The New Wave of Colleges: Reinventing the Educational Experience

Yet, amidst this growing skepticism, a new wave of colleges is emerging—one that blend traditional learning with innovative, practical approaches designed to meet the needs of today’s students and the future of work. These institutions are not just surviving; they are thriving by redefining what it means to offer value.

Key features of these forward-thinking colleges include:

  1. Curriculum Integration: Schools like Northeastern University incorporate real-world projects, global experiences, and internships into their core curriculum, ensuring students gain practical skills alongside academic knowledge.
  2. Industry Partnerships: Colleges like Purdue University are partnering with companies to create programs that align closely with industry needs, offering students a direct path to employment.
  3. Skill-Based Learning: Institutions like General Assembly and Holberton School focus on high-demand coding and digital marketing skills, equipping students with immediately applicable expertise.

The Critical Need for Soft Skills and Building a Holistic Educational Experience

Beyond technical skills and job-specific training, there is an emerging recognition of the importance of soft skills and that Gen Z has not learned them. For Gen Z, the first generation of mobile smartphone users, relationship skills tend to be lacking. Navigating a world of rapid change and complex interpersonal dynamics is challenging enough without a strong command of these critical skills. For Gen Z, their lack of soft skills tends to be their employer’s biggest complaint.

What are these soft skills, and how do you cultivate them both as an individual and as an employer when bringing on new hires?

Soft Skills for Success:

  1. Communication: Effective communication remains a cornerstone of professional and personal success. Courses and programs focusing on public speaking, writing, and interpersonal communication are essential for articulating ideas, leading teams, and building relationships.
  2. Emotional Intelligence: Understanding and managing one’s own emotions, as well as empathizing with others, is vital in the workplace. Training in emotional intelligence can improve leadership, teamwork, and conflict resolution.
  3. Relationship Building: Networking and forming meaningful connections can open doors and create opportunities that technical skills alone may not. Programs emphasizing relationship-building, mentorship, and networking are critical for long-term success.
  4. Entrepreneurial Skills: The ability to think creatively, take initiative, and innovate is invaluable. Education that fosters entrepreneurial thinking can help empower students to start their own ventures, drive change, and adapt to evolving market needs.

These soft skills not only complement technical expertise but are often the differentiators in career advancement and personal fulfillment. Programs and institutions that integrate these skills into their curriculum are helping students prepare for success in the workplace.

Finding the Balance: Making the Right Choice

For Gen Z, the decision to embrace or bypass college isn’t black and white. It requires a nuanced evaluation of personal goals, career aspirations, and financial realities. Here are some considerations to help you make an intentional and informed choice:

  1. Evaluate ROI: Research the return on investment for your specific educational path, considering not just tuition costs but real skills you will learn and how they will leverage potential earnings and job prospects.
  2. Explore Alternatives: Consider nontraditional education options such as trade schools, online courses, and certification programs to see if they better align with your career goals.
  3. Consider Hybrid Models: Institutions offering a blend of traditional and practical learning might provide the best of both worlds, offering academic depth while preparing students for real-world challenges.
  4. Emphasize Soft Skills: Seek programs that teach technical skills and also foster essential soft skills like communication, emotional intelligence, and entrepreneurial thinking.

A New Era of Education

The landscape of higher education is undergoing a profound transformation. Gen Z stands at the forefront of this change, empowered to choose paths that best align with their aspirations and the realities of the modern world. While some may opt to bypass traditional college altogether, others may find immense value in innovative institutions that offer a blend of academic rigor, practical experience, and soft skills training.

Ultimately, the key is to stay informed and flexible, leveraging new opportunities and making decisions based on what will truly set the stage for a successful and fulfilling future. The choice may not be between college or no college, but rather how to craft an educational experience that equips students with the skills and experiences needed to thrive in a rapidly evolving world.

How Millennials and Gen Zs Are Navigating the Pandemic: Stress and Resilience Revisited for the Young

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Each year, Deloitte releases their annual survey about the youngest generations in the workforce, Millennials and Gen Zs. I look forward to their report because it’s full of valuable research and statistics we use to inform much of the work we do here at launchbox by bridging the gaps with our clients.

Conducting a study of this size and magnitude is a serious undertaking that takes months and months of work. So what do you do when a global pandemic arrives and changes the world as we know it almost overnight? If you’re Deloitte, you take your original research and back it up with a pulse survey to see how some of the original respondents are faring amidst extreme change. Then, you use that data to publish a survey that offers one of the most informative and well-researched pictures of how young people are doing at work and at home even as they face an uncertain future.

Hint: they’re doing better than a lot of us would have thought. And the younger they are, the better they’re doing with uncertainty.

Below, we break down some of the key findings in the 2020 Deloitte survey and what this means for employers who are struggling to connect their remote employees to each other and their teams.

 

Key Finding #1: Millennials and Gen Zs Are Less Stressed Now Than They Were and That Means No More Business as Usual

Deloitte’s original survey was conducted between November 2019 and the early weeks of 2020. In that survey, 48% of Gen Z respondents and 44% of Millennial respondents reported that they were “stressed all or most of the time.” But in the pulse survey Deloitte conducted in April and May of 2020, they discovered an 8% decrease in stress for both generations. This is despite the fact that about 25-30% of respondents actually lost their jobs as a result of the pandemic. Pretty crazy what a huge reset will do to a generation or two.

What does this mean for employers? It means that many of your younger employees aren’t going to want to go back to business as the old usual. For some, the pandemic has had measurable benefits and they’re going to want to keep them. Things like the ability to work remote, flexible schedules, a reduction in calendar obligations, and more. 69% of Millennials and 64% of Gen Zs reported that they believe having the option to work from home in the future would relieve stress. After the pandemic is over, 64% of Millennials and 60% of Gen Zs said they would like the option to work from a remote location from frequently. So as an employer, ask your people what they want from you and their workplace. What parts of life pre-pandemic do they miss? And what do they hope stays in the past? We know they miss connection – look at the bars! However, do they need work connection 24/7 like we thought? No. They want to be trusted and also have more control and freedom about how and where they live and work. Pandora’s box is open.

 

Key Finding #2: Job Loyalty is Increasing Amongst the Younger Generations

A common complaint I hear from the older generations is that Millennials and Gen Zs “aren’t loyal.” They job hop a lot and when something’s not working for them, they are quick to seek alternative employment rather than stick it out to see if it improves. It’s one thing I love about the youth – they refuse to settle for anything less than what they think they deserve.

Yet in Deloitte’s primary survey, and contrary to popular belief, “more millennials said they’d like to stay with their employers for at least five years than would prefer to leave within two years.” In fact, just 31% of Millennials respondents to the primary survey shared that they intend to leave their current employment within the next two years, down from 49% in 2019! Interesting because we are seeing this with our clients too. They really want more safety and belonging. If you trust them and grow them, they will want to stay. Imagine that.

Deloitte hypothesized that the increase in job loyalty amongst the younger generations is due to their employers doing a better job addressing their needs, creating a diverse and inclusive working environment, and supporting their development through training and mentorship, among other factors. Across both generations, 71% of respondents felt that their employers were doing a fairly good job at creating a working environment that is inclusive and diverse. And roughly 70% of Millennial and Gen Z respondents felt their employer was making a positive impact on the local community. As an employer, pay close attention to these findings. We know that some of the things young people want from their employers include opportunities to learn and grow, transparency, real-deal authentic communication, and purpose and contribution. Make sure you have a system in place that gives your people what they want. Need help? Reach out to us – we have actionable tips and hacks that will help you create that system inside your business.

 

Key Finding #3: The Pandemic Has Increased Individual Responsibility and Empathy

If there’s one thing we can all agree on about the pandemic, it’s that we’ve all been affected in one way or another. Some of us dramatically, others marginally. Yet the coronavirus pandemic has emerged as one of the defining moments in living history, uniting us against a common enemy. For our young people, it’s had the positive effects of increasing their empathy for others and encouraging them to get more involved in supporting their local community. In Deloitte’s pulse survey, 75% of respondents across both generations reported, “once restrictions are lifted, they will take actions that have a positive impact on their communities. Seven in ten said they already have done so.” Three-quarters of respondents also mentioned that the pandemic had made them more aware of and sympathetic towards the needs of different people around the world.

What does this mean for employers? It means your younger generations, who were already pre-disposed to wanting to make a difference by doing work that matters, have had their innate generational desire towards purpose and contribution reinforced by recent events. Which means you really have to get this right with them! You need to connect them to their purpose, help them see that the work they’re doing matters, and give them the tools to create impact for others. It’s a tall order, but we think you’re up to the challenge. And we recently launched a new virtual product, Strengths & Story, to help. Your employees will learn how to identify their strengths and connect to their story so they can create an impact that matters. Contact us to learn more about getting access to this product for your team.

 

Click Here to Read the Full 2020 Survey From Deloitte

 

Did any of these key findings surprise you? Are their areas you know you need help in? We’re here for you. We’ve helped companies from start-up to Fortune 500 bridge the gap in their workplaces and solve for success. Reach out to us to claim your complimentary call and learn what we can do to help you succeed!

What Your Millennial and Gen Z Employees Need From You Right Now

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For the younger generations, Millennials and Gen Z, the effects of the COVID-19 pandemic will be particularly profound. For some of them, too young to feel the full weight of other recent, life-changing events like 9-11 and the 2008 market and jobs crash, this pandemic is their first exposure to real hardship. And, the most profound hardship most of us for any generation have experienced; it’s taking away the in-person human connection that is our primary source for safety and belonging. For other generations, the effects of the last recession, 9/11, wars, swine flu, still haven’t faded away.

As the employer and future employer, to the next leaders of our world and your workforce, you must truly understand this younger generation’s experience. And what they need from you in the workplace or the marketplace. They currently account for 38% of the workforce and by the end of the decade, 58% of employees will be either a Millennial or a Gen Z. If you and your business want to continue to survive and thrive in the new world of work, it’s not an option to ignore the needs of the younger generations and the effects the pandemic is having on them. You must meet them where they are and give them what they want in order to build your high-performance team and extend their reach to connecting with your clients. These generations actually account for 3 trillion dollars worth of annual spending!

Really, what Millennials or Gen Z employees want from their employers is no different than what any of us want. They just tend to be more vocal about it and more insistent that they get the support they’re seeking. This is one reason I love working with young people – they are absolutely determined to make it a better world and they’re not shy about going after it.

To help your Millennial and Gen Zs learn to be resilient from all the change we’ve had over the past few months and thrive, focus on these simple things:

 

Help Them Feel Safe

This is a big one and we covered it in our last blog. People need to feel safe at work. Physically safe (make sure they know the steps you’re taking to protect them from the virus), but also emotionally and psychologically safe. They need to know the workplace is a safe place to speak up, to tell it like it is, and to call out toxic or damaging behaviors. The depth and spread of the #MeToo and #BlackLivesMatter movements have shown how much the younger generations value creating spaces of inclusivity, equality, and safety. As I tell all of my clients, listen and listen like a trampoline, meaning bounce back with even better questions.

 

Help Them Feel Like They Belong

We all want to feel like we’re part of something that matters and again, Millennials and Gen Zs are no different. They place a high value on finding workplaces that allow them to do work that is meaningful. And it’s up to you to make sure they can clearly see how their work has meaning and how it’s contributing to your overall organizational goals. If you need help, we’re here. We’ve helped hundreds of organizations and teams solve the crisis of disengagement by helping connect team members to their personal and professional purposes (their why) threaded to your corporate missions through our flagship online program, Strengths & Story.

 

Provide Access to Mentoring and Coaching Opportunities

Though COVID-19 has done away with a lot of our traditional ways of providing professional development through the method of sending our people off to workshops and conferences, the younger generations were craving something different even before the pandemic. In a recent blog, we discussed how today’s young workers want the freedom and flexibility to seek out their own mentors and coaches, to learn on demand and in the way that suits them, sometimes even informally. They also need to take ownership in their mentoring relationships. With our teams working remotely and feeling isolated, helping your young people access new mentoring and coaching opportunities and techniques is critical.

To help, we recently launched our online portal, Hooga, to provide a virtual and on-demand coaching options for your people to learn the principles of our Strengths & Story workshops. Reach out to us to find out how you can get access!

 

Show Them How to Build Resilience

With all the uncertainty and stress that’s invaded our lives recently, one of the most important things Millennial and Gen Z employees need from you is to learn how to build and cultivate their own resilience. Sometimes called “grit” but even deeper, a person’s resilience is simply a measure of their ability to bounce back quickly when things get tough. And things have never been tougher for our workers than the challenges of COVID-19.

We have a 3-step system you can use to help them build better resilience. Click here to check it out now.

 

Reskill Them on Emotional Intelligence

Emotional Intelligence is key for success in the future world of work. And with so much stress, anxiety, and uncertainty, people need people. We need to feel connected to each other and that we have strong relationships, whether it’s with our bosses, coworkers, clients, or friends and family. Make sure your younger employees are equipped with the skills they need to up their game when it comes to their own Emotional Intelligence. Learn how to reskill them and coach them on Emotional Intelligence here.

 

Your Millennial and Gen Z employees need you to step up and help them in the wake of COVID-19. Start here with these five ideas. If you need help implementing any of the above strategies or would like a personalized recommendation for your team, reach out to us to learn how we can support you to success.

The Workplace of the Future is NOW – Do You Have a Plan to Solve Employee Disengagement and Anxiety?

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Our clients tell us they can’t keep up because the world is changing so rapidly. The word “change” actually seems insufficient to describe the rapid transformation affecting all our businesses. And yet we’re more connected than ever.  One misstatement, misstep, miscalculation of impact and a disgruntled person’s tweet can go viral at a moment’s notice. We’ve never felt more vulnerable to the opinions of others and it’s affecting our businesses.

Not a stretch for any of us or our businesses, just look at what happened to Peloton recently. When its holiday commercial failed to strike the right note with its customers, the company’s stock dropped more than 10% after a storm of criticism helped its infamous commercial go viral for all the wrong reasons.

But it’s not just our customers that are challenging. Our employees live in this world and they are challenged by the change too. They’re also confused. Hence, most businesses are facing a two-headed crisis with their employees: (1) disengagement and (2) anxiety. Just when we need our teams to pull together, crush performance, and be stronger than ever, actually the opposite is happening. Our employees are instead disconnected from each other or with their bosses. Rampant anxiety is hurting their individual performance. And high turnover is costing us serious money.

At launchbox, we’re all about finding solutions to help you solve disengagement and anxiety to ignite your team and company’s performance.  We’ve developed a 3-hack strategy you can use to ensure your company is meeting the demands of the changing workplace. Follow along as we show you how we’re helping three clients solve their own unique organizational problems:

Asking Questions to Solve for Disengagement

One of the clients we work with had a modern challenge that needed solving: many of their employees worked in the field at customer sites while others remained behind at the company’s main office. Not surprisingly, they were struggling to keep their remote employees engaged.

When they came to us for help, we coached them to start by conducting an assessment of all their employees to help them figure out what the specific problems were. Turns out the employees that spent a lot of time in the field were having trouble remaining connected to their peers, the company’s mission, their contribution, and ultimately their own career path.

With this information in hand, we were able to help the leadership design and implement specific engagement strategies through coaching individuals and the team to create increased engagement. The solution? Double down on understanding the employees needs and then solve them at the individual and group level.  Model behavior, downstream techniques, and stand for the employee. The result? Greater engagement and increased retention across the entire company.

Helping Employees Find Meaningful Work

Another of our clients, a respected financial advisory firm, sent one of their talented young employees to get coached by us. This young man was struggling to find real meaning, purpose and contribution in his work. The company’s mission of protecting their clients’ assets and growing wealth just wasn’t cutting it for him. He was looking for something deeper, more meaningful, something to feel he was a part of and that would allow him to make a difference.

In working with us, he learned about himself, his own why, and the impact he wanted to have. It was critically important for him to have belief around his impact and tangibly see the results of his work (in the form of seeing his clients’ wealth grow) in order to feel connected to what he was doing. We talked about how he could better communicate that to his bosses in order to get some help to create bigger results for all of his accounts.  He was predisposed as many millennials are to create impact.  We tied his ambition and work to philanthropy that was created by the growth of wealth. Once he became aware of this meaning, he could articulate it as his value and extend it to his clients.

Can you guess what happened next? He got the help he needed from his supervisors to recast his own meaning and impact in order to contribute to the team. This in turn helped his clients AND his company’s bottom-line.

He also discovered how to live his own values and find greater purpose and contribution by seeing the positive things his clients were able to do for both their families and for others as a result of their increased wealth. How’s that for a win?

Reskilling Emotional Intelligence

Management at one high-end health club came to us because they were frustrated with the performance of their younger employees. They felt that many of them didn’t display the warmth and friendliness they wanted to see in such customer-centric positions.

After instituting hacks 1 and 2 above, we dug deeper to create a system of skills to help employees connect more readily to the company’s mission. We helped the employer bridge the generation gap by showing them how to reskill their young employees on the basics of customer service, making it about teaching, learning and growing. We encouraged them to train and coach young employees on connection. This gave their young people skills they could see they would use forever. It also made them feel that they had power over their own future, that they were creating their own path to success. Finally, we encouraged management to illustrate how their role was absolutely vital to the entire customer experience and that how they showed up as individuals made the ultimate difference.

The culture at the health club became one that was focused on others and giving value. As a result their young people began to flourish. They learned new skills and changed the way they communicated with clients and their peers. And ultimately, they took ownership of their own self-development and growth in order to provide the best possible experience for the customers they saw every day.

 

As we enter the next decade, one thing is for sure: the workplace will continue to rapidly evolve even faster. In order to keep up and achieve even greater success in the years to come, make sure you’re solving problems for both your customers and your employees. If your company could use a little support in igniting growth like these three clients, book a free call with one of our coaches today!

5 Steps to Keep the Multi-Generational Workplace Human

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With the increased digitization of our businesses, it’s easy for employees to start feeling isolated and forgotten, like they just don’t matter. Where we previously had to pick up the phone or walk across the office if we wanted to talk to one another, now we can communicate with just a couple keystrokes. Where co-workers previously spent all day sitting in adjacent cubicles, now team members can be spread across the city, country, or even the world.

While technology has allowed us to work faster and more efficiently, it’s also contributed to higher levels of stress and anxiety among workers. Because as technology has changed the way we work, we’ve kind of forgotten the most important element: the people.

So if you care about keeping your humans happy (and you should because happier employees are more productive and successful at work) make sure you’re taking these five steps to keep your multi-generational workplace human:  

Communicate Like a Human

We have the power of speech for a reason: to communicate! So instead of texting your employees, actually pick up the phone and call them (yes, even your Millennial and Gen Z employees). Or better yet, drop by their desk and have a real conversation complete with facial cues and body language. Yes, it’s inefficient and yes, it might not be the most productive use of time, but real human communication is essential to forming better relationships and bridging the gap in the multi-generational workforce. Which brings me to my next point:

Face Time Not FaceTime

You’ve got to encourage your people to have meaningful face-to-face interactions. That means coming out from behind the computer screen and planning regular in-person meetings, going to lunch, or grabbing coffee together. As a boss or manager, one of the most valuable things you can do is plan one-on-one meetings with each of your employees. And when you’ve met with them all, go back and start over again.

Provide Individualized Mentoring for Career Success

One thing we hear over and over again from the young Millennial and Gen Z employees we coach and train is that they want personalized mentorship from their bosses and managers. They don’t want to feel like just another cog in the machine. They want individualized support to help them learn, grow, and achieve their career goals. As we previously discussed, mentoring and coaching is the new leadership development training. So make sure you’re giving all your employees the right support and not just a one-size-fits-all solution.

Encourage Work-Life Balance

Work is a big part of our lives. But it’s not our whole life. So encourage your employees to achieve a healthy work-life balance. Don’t give them grief if they ask to leave early to catch their kid in a school play or need to come in late because their dog got sick. If they’re not feeling well, tell them to stay home and rest even if you’re in the middle of a big project. Tell them to have a great vacation and actually mean it. Respect your employees enough to trust that the work will still get done.

Show You Care

Our #1 tip for keeping the multi-generational workplace human? Show your employees you care. Take an interest in their lives. Ask how their weekend was, how their spouse is doing, what their kids are up to. And then actually listen to the answers. Say “Thank You” and “Good Job!” Get to know them as people and demonstrate that you really care.

 

 

 

Keeping the workplace human in the age of technology isn’t hard. It just takes conscious effort and systems that are designed to encourage it. If you’re struggling to provide a human workplace that keeps your employees engaged, reach out to us. We’ve developed systems and frameworks you can implement in your multi-generational organization to make sure you’re meeting the needs of your people. Click here to schedule a discovery call with one of our high-performance coaches!

3 Hacks to Guarantee Success in the Multi – Generational & Diverse Workplace

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What does it take to really bridge the gap in the multi-generational workplace? To transcend age, culture, diversity, and experience? To overcome everything that pulls us apart in order to pull teams together and crush it in the workplace?

We’ve spent the last four years exploring those questions. Along the way we’ve had the privilege of training more than 20,000 millennials and their employers. We’ve talked to audiences around the world in all different kinds of industries.

And what we realized is this: there is a system that can GUARANTEE multi –generational workplace success!

The best part? It’s pretty dang simple.

Hack  1: Turn Your Workplace Upside Down

You need to lead by providing value to others. And in order to provide value to others, you’ve got to listen, learn about what matters to them, and find a way to connect and serve them.

So when it comes to your employees, you’ve got to turn your workplace upside down. Instead of applying a top-down approach to your people, giving orders, and guessing what will make them happy, you’ve got to start at the bottom and friggin’ talk to them! Ask them about what they want from you, their manager, and their job. And then find a way to give it to them.  Make them matter and feel safe.  In case you haven’t realized it, you really work for them anyway.

Hack 2: Create Meaningful Work

No matter what industry you’re in, you’ve got to make sure your employees have meaningful work. Because in order to be engaged they have to connect themselves to the meaning of their work.  It doesn’t matter whether you’re saving lives or selling widgets. You’ve got to give your employees work that means something to them! And if they can’t see that meaning for themselves, it’s up to you to show it to them. Paint the picture of why it matters. Show them that their task, no matter how boring, tedious, or insignificant it seems, makes a difference and has an impact. And let them in on the wins!

P.S. the biggest way you can win is to train, grow, coach, and mentor them to get better to create more impact.  Self-growth allows them to draw a connection to the work that created it – and makes their work meaningful!

Hack 3:  Reskill Your People from the Inside/Out (on Emotional Intelligence)

As a boss, as a manager, it’s up to you to coach your people to be their very best. And one of the best ways to help them is to reskill them on emotional intelligence. We call it connection currency.  According to a recent study from the World Economic Forum, emotional intelligence is one of the top ten most in-demand skills listed by employers. And with good reason! As our workplace increasingly becomes dominated by technology, people matter more than ever. So make sure your employees have the skills to successfully connect with their bosses, their coworkers, and your customers.

Want to learn more about our 3-hack system and how it can work for you?  Shout  out to us – we can help you bridge the gap with your employees to CRUSH performance in the workplace today and in the future!

Young Lawyers are Leading Change in the Law Practice, Like it or Not

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Change is coming one way or another. That was the conclusion of a recent report from Major, Lindsey, and Africa, a leading attorney search firm, in which they detailed their findings after surveying over 1,200 millennial attorneys. And while their survey was exclusively focused on law firms and the people they employ, we’ve noticed similarities about our clients inside law as well as those we work with across all kinds of industries.

There are three things we’ve deduced from the survey as being absolutely critical for employers to understand: 1) Work-Life Balance Rules 2) Lack of Authenticity and Transparency is a Non-Starter 3) Career Pathing is Your Duty

Just look at these results:

-Less than 30% of respondents described their firms as being very transparent about an associate’s career path.  Yet more than 80% of respondents still described transparency surrounding their individual career paths as being important to crucial to them.

-Only 20% of respondents classified themselves as being highly loyal to their firms. And of those, 54% still said they were not open to new job opportunities. It seems these things go hand in hand!

-When evaluating prospective employers, respondents cited these three factors as being most important in their decision: the employer’s commitment to fostering work-life balance, compensation, and professional development.

-If a respondent was open to new job opportunities, it’s usually because they were seeking better compensation, looking for a change in management or company culture, or wanted more work-life balance.

-More than 60% of respondents said informal mentorship has had a significant or crucial effect on their career. And almost 30% indicated that formal mentorship was irrelevant.

(Click here to read the full survey)

Did any of those results surprise you? They surprised ME and I do this for a living!

Like it or not, change is coming to your organization. So the question is: are you ready?

We’re going to break down how you can prepare your company to meet the needs of the worker of the future so that your organization can survive and thrive. After all, a company is only as good as its people. And if you can’t figure out how to give your best people what they want, they’ll find someone else who can – like your competition!

WORK-LIFE BALANCE RULES

We’ve been fighting to achieve work-life balance SINCE THE BEGINNING OF WORK.

Can we actually achieve work life balance or is it a myth?  And what the heck does work-life balance even mean? Because it’s different for every single employee.

One hack is to turn your organization upside down and ask each employee what work-life balance means to them. Understanding what your audience wants, a novel concept. Does it mean coming in early so they can leave early? Does it mean working from home a few days a week? Or does it mean not working a weekend, ever. Whatever it is, you’ve got to figure out what your employees need from you and then figure out how you can deliver it in a way that still serves your business goals.

There, now you have a system to find a way to help your employees achieve the work-life balance they crave. Remember, it goes both ways. You can give employees the better balance they want, in a way that meets your expectations.

LACK OF AUTHENTICITY AND TRANSPARENCY IS A NON-STARTER

Ah, transparency. Seems everybody and their brother wants the people, the government and the companies in their lives to be more transparent.  Science and data demonstrate people want the truth, as in can you be trusted.

So, you need to figure out how to be really real with your employees. And not just raw and authentic when it suits you – it needs to be baked into your company culture.  So entwined with the day-to-day operations that it is embedded in your culture.

How do you get there?

Friggin connect with your employees. Learn their story, find out what they want out of their job and their life, and understand what really matters to them. If you can achieve that you will create Trust.  Having a culture of trust and transparency and communication is what creates results.  See The Speed of Trust by Stephen M. R. Covey:  (Strategy x Execution) Trust  =RESULTS . And not just any results, exponential results!

CAREER PATHING IS YOUR DUTY

In a world of on-demand learning, is it really any surprise that formal and forced mentorship is on the decline? We all want to learn at our own pace, on our own schedule, and with who we trust – which just doesn’t gel with a rigid mentorship structure.

Which isn’t to say that formal mentors themselves are out. We just want advice delivered in a more informal, of-the-moment way. So rather than formally defining our relationships with our employees in the workplace or relegating their career development to some far-off date on your calendar, practice delivering real-deal, authentic feedback. That means correcting the behavior when it happens, not during their annual review. It means taking time out of your busy schedule to commend an employee on a job well done – even when you’re so busy you can’t think straight.

We have to find a way to build more mentorship and professional development into the day-to-day culture of the workplace. And while you may be rolling your eyes and thinking, “Sure Dan, I’ll be sure to add that to my never-ending to-do list” the truth is, it’s critical you get this right. Employees who are listened to, supported in their role, given the tools to succeed, and encouraged to bring new ideas to the table do better work and STAY! It’s that simple.

Here’s the bottom line: if you want to survive in the years to come, you’ve got to figure out how to create and deliver:

1.  Work Life Balance

2.  Authenticity and Transparency

3. Career Pathing

It’s the only way.

Need help figuring out how to give your employees what they want in a way that still serves your company? Reach out to us for coaching – we’ll equip you with the tools you need to succeed! Click here to sign up for your free coaching session.

What Millennials Want From Employers

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After training over 14,000 millennials around the world from the United States to as far away as Singapore, I’ve discovered that millennials all want the same four things from their employers. The good news? It’s not rocket science. The bad news? Most employers are still not getting it right with their millennial and gen z employees.

Millennials around the world face unique pressures from their governments, culture, and society, but they’re pretty united on what they want out of life, especially from the workplace. Just take a look at this Reddit thread from the summer of 2018 – I’m sure you’ll notice that a lot of the ideas floated by the millennials in this thread sound identical to things you’ve heard from the mouths of your own millennial employees.

The problem of connecting generations is not an American problem, but a global problem. And whether you have a mom-and-pop shop or own an international powerhouse, you need to pay attention to the things your younger employees want from you in order to better connect with them. Getting it right with all your employees is the real key to company growth. So if you want to grow in 2019 (and I bet you do!) you need to learn and implement these four concepts in your workplace:

Millennials Want to Learn and Grow

Millennials want to learn from you, gain real skills, and grow their careers. They are looking for employers who can mentor and guide them or at the very least, make sure they’re getting the education and developmental support they crave.

If you’re not up for mentoring your employees (though I highly encourage you to be that for them) there are tons of resources you can provide them with instead. Earlier this year we talked about the eLearning Revolution. Allow them to sign up for webinars, online conferences, and even courses that will either further develop their skills for the role they have or help them move towards the job they want within your company. You can also send to in-person conferences, seminars, masterminds, networking groups, or workshops to support their professional development. Once a month we teach Strengths & Story here at launchbox – click here to send them to our next workshop. We can also come to your office and work with your team directly.

Millennials Want You to Be Real With Them

As digital natives, the average millennial can sniff out BS a mile away. They’ve seen it ALL. Every sales scheme, fake photo, doctored video, or piece of fake news out there. By default, they expect that people aren’t being honest with them – so it’s up to you to BE REAL!

Millennials want to know your real-deal vision for your company, your plans, goals, and how they specifically fit into that picture of the future. They want to know if there’s potential to grow with your company and if there is, if your vision for their role aligns with their own personal goals. Again, they want to learn and grow and need to know if your company is the place for them to do that. But they can only be sure of it if you get real with them and communicate authentically and transparently about where you’re going.

Millennials Want Great Feedback and Communication

Millennials want authentic feedback from you and clear communication about your expectations for them. They are trying to better themselves both to serve their own goals and yours, but they can’t do that if you’re not straight with them. Learn to deliver honest and consistent feedback daily and coach them to do the same for you. Yes, you deserve great feedback, too! Feedback is how we all learn and grow.

You also need to teach and model good communication skills for your millennial and gen z employees across all mediums: face-to-face, phone, email, and text. For some of your employees, your business might be their first “real job”. So don’t be surprised if they don’t communicate in a way that’s appropriate for the workplace. But it’s up to you to teach them! Don’t be the boss that gripes about them under your breath without doing anything to fix the problem. If you don’t help, then you’re PART of the problem!

Millennials Want Purpose and Contribution

Perhaps above all other things on this list, your millennial employees want to feel that their work has purpose and that they’re contributing in some way, whether it’s to your company or the world at large. For some companies, purpose and contribution are embedded into their very DNA. It’s easy to see who they serve, why they serve them, and how they’re making a difference. But for other companies, it’s not so clear-cut. That doesn’t mean you’re off the hook though. Your millennial and gen z employees want purpose and contribution. And it’s up to you to give it to them or risk losing them to another company that will.

Not sure how to connect the who, what, why, and how of your company to topics of purpose and contribution for your employees? We can help. We can assist you in discovering and developing your personal story and by extension, your company’s story. When you know who you are and what you stand for, you can better articulate what your company is and what IT stands for. The clearer you can make the vision, the better you’ll be able to help your employees find their own purpose and contribution within your company. Because they’re right: the best way to motivate people and retain them, is to give them the sense that what they do actually matters.

 

Having trouble connecting the generations in your workplace? Reach out to us at launchbox to discuss how we can help!

 

11 Ways Recruiters Can Attract Millennial and Gen Z Candidates

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We know a few things about Millennials and Gen Z: they don’t trust lightly, they crave innovation and experiences, they love the entrepreneurial spirit, they express their need for growth, and have a tendency to disrupt and redefine industries.

So as a recruiter you’re in a tough spot; how to effectively attract talent right from the start. Old school recruiting tactics from 1994 don’t work as well these days getting Millennials and Gen Z talent to want to work for and stay with companies.

Don’t get me wrong, Millennials and Gen Z will happily work for companies.  Recruiters just need to approach younger talent carefully. The secret: they need to connect with them on a deeper level, communicate in ways that feel organic, and tell them the “Real Deal” truth (connecting to them as individuals).

If it all sounds a bit coddling, it really isn’t. It’s about treating your audience the way they want to be treated: The Platinum Rule.  Here are 11 ways recruiters can attract great Millennial and Gen Z talent.

Be Authentic

Not every company can be everything to everyone.  So be yourself.  Don’t pretend.  Not all companies have food, a full arcade, ping pong tables, video games and/or Massage Therapists (a la Facebook or Google). But for many companies, those perks wouldn’t even make sense to offer even if they could!

It is important that recruiters highlight perks that are relevant to the people in the industry they are hiring for. If the industry is technology, then having the latest technology and being a center of innovation and growth is a good sell. For a non-profit, it will be focusing on the tangible impact a candidate’s work will have. If it is the professional service industry, then experience and growth opportunities might be the right perks to highlight.

Whatever your industry, make sure to focus on the perks your candidates are likely to care the most about and that they compliment your company’s culture and values.

Go To Them

Millennials and Gen Z are not looking through the classifieds to find jobs. 86% of professionals in their first 10 years of their career use social media as part of their job search. If you want to get in front of the eyes of young talent, Facebook, LinkedIn, Snapchat are where you should be.

Don’t make the mistake of being everywhere, though. Spreading yourself too thin is likely to do more harm than good.

Be authentic and appear on the platforms that people in your industry are most likely to be on. Professional industry talent might more likely be on LinkedIn whereas creative talent will be on Medium and Instagram.

Use “depth not breadth” to make your efforts as effective as possible.

Highlight the Impact That They Will Make

It is incredibly important to Millennials and Gen Z that they feel they are making a difference with the work they do. During the interview process, Millennials will be looking for concrete examples of how they are going to be able to hit the ground running and contribute right away to the company’s mission. Recruiters should make sure they communicate how their company harnesses that youthful energy and provide examples of the types of opportunities young talent will have to make an impact.

Move Fast

Millennials and Gen Z have grown up with the world at their fingertips. Millennial talent knows it is coveted and it won’t wait around for you to slog through a long recruiting and onboarding process. Make sure the recruitment process is as swift and efficient as possible. This is the generation that invented Tinder after all!  However, make sure you’re getting the right fit.  They attract quickly, however, test fit.

Tell ‘Em What They Want to Hear

No, not Ping Pong tables or “dope swag.” Millennials and Gen Z want to hear how their work will contribute to the company, how the company contributes to its community, the types of  professional development opportunities the company offers, and the flexibility they will have in terms of working hours. These perks may not be flashy, but they are the ones that Millennials care about most.

Focus on the Experience of Your Workplace

Millennials kicked their parents habit of materialism and they are bringing their experience-first mindset to the workplace. They don’t just want to know what they will be doing at work, they want to know how they will be doing it. Are they going to be asked to connect to AOL via a dial-up connection or does the office have a modern internal messaging platform? Do senior staff take the time to connect and mentor younger staff? Do their colleagues spend time together outside of the office for happy hour or team building?

The experience of the workplace is nearly as important as the work itself and young talent will be weary of companies that aren’t eager to share the day-in-the-life of their employees.

Show Off Your Diversity

Millennials are a diverse bunch and they want their employer to reflect that. They are on the lookout for people from different backgrounds professionally, culturally, sexually, and geographically. It is important to them that they work for companies that are actively trying to break down social barriers, be more inclusive, and provide opportunities for all people. Highlighting these efforts will be important to catch the attention of Millennials and Gen Z.

Share Your Company Story

Millennials killed off brands that didn’t have a compelling, original or meaningful story driving their company’s mission and they will happily walk away from employers who come off as similarly shallow.

If you have a great company story (and we all do!) make sure it gets shared during the recruitment process.Your story should tell why your company does what it does, why your people come to work fired up everyday, and how that purpose is found throughout your organization.

Having a genuine story of why your company does what it does can be the difference between landing and losing young talent.

CSR Policies are Important

Millennials and Gen Z care about the environment and their community and they want the companies they work for to be equally invested. Recruiters should make sure to share tangible and specific examples of how they are putting the environment and their communities first with their Millennial and Gen Z talent.

Provide a Roadmap to the Future

Young talent craves professional development and the chance to move through (and up) a company. It isn’t so much about the big corner office and fat paychecks; Millennials want to know about how their skills will be honed, what areas they might become experts in, and how their position might help them take on larger roles in the future.

For people who have lived through wars and a recession, they want a clear picture of how their current position will help set them up with greater stability in the future.

Let Them Meet Current “Team” of Millennials

Let Millennials and Gen Z meet your Millennials! The chance to spend half a day with your younger talent is a great way to show how your company caters to younger generations in tangible ways, demonstrates a transparency that Millennials respect, and allows for your current Millennial talent to be your brand ambassador.