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Cultivating a Positive Attitude at Work: Why It Matters More Than Ever for Gen Z

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In today’s fast-paced workplace, being the fastest learner or the smartest in the room is often not enough. As Amazon CEO Andy Jassy points out, a positive attitude at work truly sets individuals apart. This advice goes beyond just being cheerful, however. It involves working well with teams, respecting deadlines, and maintaining a “can-do” mindset. But how does this advice resonate with Gen Z—especially as they face a work environment different from previous generations?

A Positive Attitude: The Underestimated Skill for Success

Jassy’s perspective highlights that success often stems from a mindset that fosters teamwork, reliability, and the ability to embrace new challenges. For Gen Z, however, this may feel like new territory. Groundbreaking research into Generation Z from an Australian company, Marlee, suggests that Gen Z employees naturally seek feedback and external insights, which can help them grow quickly when paired with the right attitude. However, they tend to value consistency and a sense of belonging rather than pursuing relentless goals like their Gen X or Baby Boomer managers. These priorities mean that Gen Z must find balance in being open to growth while building stability in their roles.

Navigating Feedback and Fostering Belonging

Jassy’s advice centers on essential qualities like teamwork, meeting commitments, and embracing challenges. This can be a strength for Gen Z, known for their affinity for feedback and continuous learning. Marlee’s insights suggest Gen Z’s inclination toward real-time feedback is a superpower that helps them adjust and improve. Yet, if overdone, a focus on external validation can sometimes clash with the expectation of self-driven attitude and resilience that Jassy advocates. To make the most of their positive attitude, Gen Zers can lean on feedback while learning to anchor their motivation from within, creating resilience alongside their natural enthusiasm for feedback.

Embracing Big-Picture Thinking While Staying Grounded

Jassy’s experience illustrates the power of seizing unexpected opportunities—something he did as a young professional at Amazon. For Gen Z, embracing big-picture thinking can be challenging, especially with their tendency to analyze details meticulously before acting. By adopting Jassy’s mindset of stepping into challenges with a positive attitude, even when uncertainties exist, Gen Z professionals can develop their confidence in tackling the unknown—a critical skill as they rise into leadership roles.

Building Stronger Workplace Relationships

Jassy emphasizes that a positive attitude fosters valuable workplace relationships. For Gen Z, belonging and mentorship are essential. They’re motivated by connection rather than authority and respond best to leaders who prioritize support and inclusivity. To leverage Jassy’s advice, Gen Z professionals should seek mentors who embody the qualities they admire, not just those in higher positions. This approach creates a more genuine connection, enhancing workplace satisfaction and enabling Gen Z to cultivate essential leadership skills organically.

Creating a Culture of Stability and Growth

Gen Z values stability, especially in a workplace filled with constant change. Marlee’s research suggests that a stable environment is crucial for Gen Z to feel safe and open to different perspectives. Jassy’s emphasis on attitude aligns with this, as a positive outlook can help young professionals adapt to change without feeling overwhelmed. Companies that support Gen Z through routines, mentorship, and steady feedback create a foundation for these employees to take risks confidently, ultimately contributing to a positive workplace atmosphere.

Looking Forward: How Gen Z Can Rise to the Challenge

As Gen Z grows into future leaders, a positive attitude will be a cornerstone of their success. By taking Jassy’s advice to heart, they can balance their strengths in feedback and big-picture thinking with a resilient mindset that embraces challenges. Gen Z’s approach to work can thrive when coupled with Jassy’s timeless advice, leading to a generation that builds inclusive, innovative, and adaptable workplaces for the future. Want to unlock even more insights into the Gen Z members of your team or company? Click here to try Marlee! Powered by AI and decades of research into human behavior, Marlee is changing how generations connect in the workplace and combine their superpowers for organizational success.

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.

Leadership and Coaching: A Responsibility, Not a Job

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In the ever-evolving landscape of team dynamics, particularly in sales and customer-facing roles, leadership and coaching are often perceived as separate tasks. However, the most impactful leaders and coaches recognize that their roles transcend mere job functions; they are committed to nurturing and developing their people as a fundamental responsibility. This mindset is crucial for fostering a thriving, engaged team. Here’s why adopting this perspective is essential:

Viewing Leadership and Coaching as Responsibilities

  1. Caring for People: True leaders and coaches center their roles around the well-being and growth of their team members. They go beyond setting goals and providing direction; they genuinely care about each individual’s personal and professional development. This involves actively listening, offering support, and creating an environment where people feel valued. When a culture recognizes and celebrates its people, it activates their potential and drives peak performance.
  2. Driving Skills Development: Effective leaders and coaches understand that their primary role is to drive continuous learning and skill enhancement. Leaders set the vision and strategic direction, but coaches work closely with team members to build their skills and confidence. This collaborative approach ensures that team members excel in their roles, contributing to both personal and organizational success. Imagine having a boss who consistently supports both aspects—how transformative would that be?
  3. Empowering Growth: Leaders and coaches are dedicated to empowering their team members. Leaders provide the vision and resources, while coaches mentor and guide individuals, encouraging them to take ownership of their growth. This dual approach fosters a supportive environment where individuals are motivated to reach their full potential. In the most successful organizations, this integration often results in what many would consider “the best boss ever.”

Creating Leadership and Coaching Synergy

  1. Aligning Vision and Personal Goals: Leaders establish the overarching vision and strategic objectives, while coaches help team members align their personal goals with these objectives. This alignment fosters a sense of purpose and motivates individuals to contribute effectively towards the broader mission.
  2. Enhanced Feedback Loop: Leaders focus on strategic and organizational feedback, whereas coaches provide personalized guidance and constructive criticism. Together, they create a robust feedback system that supports ongoing improvement and development at both the organizational and individual levels.
  3. Developing Future Leaders: Leaders are responsible for identifying and nurturing future leaders within the team. Coaches play a crucial role by mentoring emerging talent and equipping them with the skills and confidence necessary for leadership roles. This forward-thinking approach ensures a seamless transition and continuity in leadership.
  4. Resolving Conflicts and Building Cohesion: Coaches excel at managing interpersonal issues and fostering team cohesion, which contributes to a harmonious work environment. Leaders rely on coaches to maintain a supportive atmosphere, allowing them to concentrate on strategic decision-making.
  5. Motivating at All Levels: Leaders inspire through vision and strategic goals, while coaches help individuals motivate themselves by enhancing their self-esteem and skills. This dual focus on organizational ambition and personal growth results in a highly engaged and motivated team.

Leaders who view their roles as both leaders and coaches and embrace these roles as responsibilities rather than mere job functions, drive superior results. By fostering a people-centric culture, organizations create an environment where team members are empowered, engaged, and committed. This approach not only improves customer interactions and performance but also establishes a cycle of continuous growth and success.

For leaders aiming to enhance team performance through coaching, using AI-based tools like Marlee is a no-brainer. Marlee, from Australian company Fingerprint for Success, leverages advanced AI to deliver personalized coaching experiences, making it simpler and more efficient to guide employees through their growth journeys. For Generation Z employees, who thrive on immediate feedback and interactive learning, Marlee offers tailored insights and development plans that resonate with their tech-savvy nature. By using AI to analyze performance metrics and deliver customized coaching content, Marlee helps unlock the full potential of Gen Z employees, turning them into high performers and driving overall organizational success.

Go lead and coach—it’s your responsibility.

People Activation at Work: The Ripple Effect of Great Leadership

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In the realm of leadership, profound lessons often emerge from the simplest acts. Imagine a soccer player, drenched and weary, noticing the child right in front of him during opening ceremonies who is exposed to the relentless rain. Without hesitation, this player steps forward and offers his own jacket to the child. This small yet powerful gesture doesn’t go unnoticed. Inspired by this act of kindness, the other players quickly follow suit. This is the ripple effect of great leadership.

But why does this example resonate so deeply? Why is everyone so moved by the simplest acts of kindness? And furthermore, how the heck does coaching amplify such moments to create lasting change?

 

The Power of a Single Act

Leadership is often misunderstood as a command-and-control display of authority or the execution of complicated ideas and strategies. However, true leadership is more frequently found in small, intentional acts of compassion and empathy. The soccer player’s decision to protect the child exemplifies this beautifully. This single act not only provided immediate relief for the boy but also sparked a chain reaction among teammates. This ripple effect reminds us that small acts of compassion can flood the world with hope and inspire others to act similarly.

The Role of Coaching in Leadership Development

Coaching plays a pivotal role in harnessing and amplifying these moments of compassion. Here’s how coaching can transform individual acts into a broader culture of leadership:

  1. Awareness and Mindfulness
    • Coaching helps individuals become more aware of their surroundings and the impact of their actions. By cultivating mindfulness, coaches encourage leaders to be more intentional and notice opportunities for kindness and intervention, much like the soccer player did.
  2. Encouraging Authenticity
    • Authenticity is at the heart of impactful leadership. Coaches work with individuals to embrace their true selves, allowing them to act from their place of genuine concern and empathy.
  3. Building Confidence
    • Often, it takes courage to step out and act differently from the norm. Coaching builds confidence in leaders, empowering them to take those first steps, just as the soccer player did, knowing they can make a difference.
  4. Creating a Culture
    • Coaches help leaders understand the importance of creating a supportive and compassionate culture within their teams. When one person leads by example, as seen on the soccer field, it sets a precedent for others to follow, fostering a culture where empathy and support are the norm.
  5. Sustaining the Ripple Effect
    • Leadership coaches work on sustaining these positive behaviors. They help leaders implement systems and practices that ensure these acts of compassion are not one-time events but part of an ongoing culture!

The Broader Implications for Leadership and Life

The soccer player’s act of shielding the child from rain serves as a metaphor for leadership across all domains. Whether in the workplace, in communities, or in personal relationships, the ripple effect of great leadership lies in those small, selfless moments. Coaching ensures these moments are not fleeting but become ingrained in the leader’s approach to life.

Remember the old adage that a good leader is the same in public as in private. Well in leadership and life, never underestimate the power of one selfless moment. These moments, amplified through effective coaching, have the potential to create waves of positive change, transforming not just individuals but entire organizations and communities.

What do you or your business do to embrace the power of coaching to cultivate leaders who inspire, act with compassion, and create lasting ripples of hope and humanity?

Three Resilient Career Paths You Should Pursue At The End Of The Pandemic

(Today we’re sharing a guest post from our friends over at Career Karma. With the world starting to open up again, you might be thinking about your next career move. Though no one can predict the future, these three jobs may be among the most resilient choices you can make.)

With vaccines being developed and released for the Covid-19 pandemic, it almost seems as if the end may be in sight. Unfortunately, this virus has certainly done a large amount of damage around the world by putting millions of people out of work and disrupting general trends within the workforce. In fact, American unemployment peaked at a distressing 14.7 percent back in April and has only slowly been recovering.

 If you are a part of the millions who were laid off, rest assured knowing that there are still actions you can take. Not every industry has been completely disrupted due to the pandemic, and there are a number of resilient career paths that anyone can choose to follow and succeed in. Pursuing one of these paths may lead to a long-lasting career, but be sure to choose a path that resonates with your skills and interests.

UX Design

For those who don’t consider themselves to be tech-savvy, pursuing UX design is a fantastic choice. Unlike a more extensive tech profession, becoming a UX designer does not require as many technical skills, such as coding. Becoming a member of this field requires an eye for aesthetics and design thinking, which makes it one of the most accessible tech fields to enter.

As the future comes nearer and nearer, web designers are going to be needed at an increasing rate. Without web designers, the Internet would be full of raw websites that aren’t appealing to the eye. After all, the best way to convince someone to interact with your site is for it to catch their eye.

Contrary to popular belief, a career such as this doesn’t require an extra degree from a traditional institution. Opt instead to attend an accelerated web design bootcamp that can teach you how to become a web designer in a matter of months. Choosing this path and networking to find professionals in your area who you can learn from will help you to set up a successful career in the coming years.

Data Science

Data science is a unique field that not many typically consider. The reason it hasn’t been considered as much in the past is due to its high barrier to entry. Previously, a master’s degree was required to enter this field, but the rise in online education has taken this barrier and shattered it.

 Now, anyone with data analysis skills and an eye for sifting through large amounts of data has the potential to enter this field. InfoWorld has projected that the US alone may have as many as 250,000 job openings for data science by 2024. Clearly, this is a field that has only grown in importance as the number of computers, websites, and subsequent data have increased over the years.

 As mentioned, the barrier to entry that was a master’s degree has been partially removed by new forms of education. New data science bootcamps, as covered on Bootcamp Rankings, have the ability to teach students everything they need to know about the field in a matter of months. With an average length of just over a year, these bootcamps are a great choice for working professionals, or those looking to get back in the workforce.

Coding

Coding as a general skill can help you land many jobs and open new doors that were previously closed to you. The skill became prominent over the last decade and has resulted in a number of jobs being created. Languages such as Python, Java, HTML, and C++ rule the industry, and developing skills in any of these can help you stand out in the future.  

As with data science and web design, there are bootcamp you can attend, completely online of course, that will teach you anything and everything about your chosen coding language. This is a great strategy for anyone who just lost their job, or is simply looking to develop an impactful skill in their free time.

Conclusion

A global pandemic isn’t something anybody could have predicted 2020 would have in store, but we all had to roll with the punches regardless. We are fortunate that it seems the pandemic is coming to an end in the near future, but there are still many pieces to put back together. Don’t be afraid to jump into a new career that will last you for years to come.

Embrace Millennials as the Opportunity they are

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A massive shift is taking place in the workplace and marketplace. Millennials—currently representing 36% of the workforce—will be 75% of your employees and customers by 2025. This change is creating a huge gap. Boomers and Gen Xers grew up with structure. Millennials have grown up with flexibility and the freedom to say what they want, when they want, simply by sending a tweet or a snap. They want feedback 24/7. They collaborate and create influence through network and community. They work way differently than previous generations. This difference is causing what you might label a “problem” in the workplace. There is a clear disconnect between expectations and work style.

But what if you challenged yourself to view this generational gap not as a problem to be solved, but as an opportunity to be embraced? Millennials control $660 billion in spending and will soon be leading the workplace, if they’re not already. Be the solution and embrace this generational “shift”–you can “shift” your perspective on this gap and win the millennial race! Millennials hold a tremendous opportunity for your workplace to excel in the future. Here are 3 millennial “problems” that are actually opportunities to be embraced.

  1. They constantly seek feedback 

    Millennials grew up in an era of instant gratification, so they expect feedback all the time. While this classic millennial trait may seem annoying or ridiculous, it offers you an incredible opportunity to actually communicate and connect. The” problem” isn’t just that they want feedback, they are scared to ask for it and don’t know what to do with it or how to react.

    Use this opportunity to be a mentor and guide for your millennials. Be real, be honest, be a teacher.  Show appreciation when they do a good job, and let them know when they make mistakes and how they can improve. Ask them questions on a regular, weekly basis so you can create a two-way relationship. If they see you, their boss, asking questions, being vulnerable and caring, they will mimic your behavior and develop confidence.Use feedback the way it is intended, as a give and take.

  2. They want flexible or their“perfect” schedule 

    It may seem like a pain to offer a flexible schedule to your millennial employees. You may think, “Why can’t they just work 8 hours straight like I did and not complain about it?” Well, technology has changed the world and millennials can get work done remotely as well as in an office. Millennials tend to seek a perfect work/life balance. By allowing a flexible schedule, you provide your millennials the opportunity to fulfill other activities that make them happy and keep them fulfilled and engaged.

    If your millennials are engaged in the other areas of their life, they will be more inspired to do more great work for your company. By caring about their needs, they are happier, therefore so are your customers and you also create more success of your company.

  3.  They have wild ambitions and ideas

    “They all want to create the next Facebook.” The initial reaction to millennials’ wild ambitions may be that they’re entitled and expect success overnight. But what if you could focus their ambitions within your own company? As a manager, you can motivate your millennials to learn and grow within your company. You can provide opportunities for them to excel, create and innovate…a win-win that would benefit your company. Don’t suppress your millennial worker’s ambitions, but guide them so they can flourish and excel both personally and professionally.

Where one sees trash, another sees treasure. The millennial shift is happening…its inevitable. However, it’s up to YOU how you view it…as an opportunity to be embraced!

 

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Need help understanding, engaging, and retaining your millennial workforce?  Dan Negroni, Author, Speaker, Attorney, Kick butt business consultant, coach, and proud Dad of a few Millennials delivers actionable solutions.  Different from all other millennial experts, Dan’s empowering business approach at Launchbox, creates quick value and seamless connections with millennials and management each on their own terms.   Using unique content and delivery methods that audiences respond to immediately he leverages results from the inside out.   Allow millennials to be your secret weapon and maximize your commitment to them to innovate, create a culture of engagement and grow your businesses today.    To start click here to grab your copy of Chasing Relevance: 6 Steps to Understand, Engage and Maximize Next Generation Leaders in the Workplace or call them at 858.314.9687 for a free Coaching Assessment or visit www.launchbox365.com.