Ep 84: Why You Misunderstand Gen Z at Work (with Danielle Farage)

Nie udało się dodać produktów

Nie możemy dodać tego artykułu, ponieważ Twój koszyk jest już pełny.

Nie udało się dodać tytułu do koszyka.

Spróbuj ponownie później

Nie udało się dodać tytułu do schowka.

Spróbuj ponownie później

„Usuń ze schowka“ nie powiodło się.

Spróbuj ponownie później

„Obserwuj podcast“ nie powiodło się

„Przestań obserwować podcast“ nie powiodło się

Ep 84: Why You Misunderstand Gen Z at Work (with Danielle Farage)

Słuchaj bezpłatnie, bez subskrypcji

Zobacz szczegóły

Saisonale Sparangebote | 0,99 € pro Monat für die ersten 3 Monate

Danach 6,99 €/Monat. Bedingungen gelten. Monatlich kündbar.

Danielle Farage graduated from USC in 2020, watched her generation get locked out of entry-level jobs during COVID, and turned that experience into a career translating Gen Z for the rest of the working world. In this episode, Tess and Danielle unpack why organizations keep losing young talent before they ever get started, what the generational divide actually looks like from inside a company, and why curiosity may be the only leadership skill that genuinely bridges it. They explore the economic realities facing Gen Z, a growing “quiet AI revolt” inside the workforce, the cognitive cost of offloading thinking to AI, and Danielle’s framework called frentorship, a mutual cross-generational relationship built on what each person can learn, leave behind, and leverage. Listeners will walk away with a clearer picture of what Gen Z actually wants from leaders and the one move any leader can make this week to start closing the gap. KEY TAKEAWAYS Only 12 percent of Gen Z had a job lined up at graduation this year. For millennials just 10 to 15 years ago, that number was three times higher. The best leaders invest in new team members from day one with specific, personal attention that has nothing to do with workflow. The corporate ladder still exists, but there is far less room on it than Gen Z was promised, and they can see that clearly. Gen Z’s quiet resistance to AI is real and growing. Most organizations are not addressing it. Offloading thinking to AI carries a cognitive cost. Mental capacity works the same way as physical capacity: use it or lose it. When a new hire is not performing, the first question should be whether they ever clearly understood what was expected of them. Leaders who criticize Gen Z for being “too sensitive” are often the same people who raised their own children the same way. Frentorship is a mutual relationship between people of different generations built on three questions: what can I learn, what can I leave behind, and what can I leverage. Saying the next generation will figure out today’s problems is a declaration of retirement, whether the speaker intends it or not. Curiosity is the most accessible and immediate leadership move for closing the intergenerational gap. TIMESTAMPS 00:01 - Why Danielle chose Gen Z at work as her life’s focus 02:07 - Graduating during COVID and the toxic first internship 08:08 - What a genuinely great manager actually does differently 11:04 - How Gen X and Gen Z see the workplace through different lenses 17:10 - What the pandemic revealed about undefined workplace expectations 21:12 - Is the corporate ladder dead? 28:30 - The real numbers behind Gen Z’s job market 30:44 - Gen Z’s quiet revolt against AI 38:20 - Why “Gen Z is too sensitive” is the wrong question 42:35 - What frentorship is and why it belongs in the workplace Find Danielle Farage at https://www.linkedin.com/in/danielle-farage/ Follow The Gen Mess for more weekly content. Visit tessbrigham.com to learn more.

Brak recenzji