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My client in the hospitality space located in NYC is looking for a new VP, People. Minimum of 10 yrs experience in HR for retail/hospitality/food companies needed. Prior team management/people coaching experience required. You can DM me here or send an email to dganimconsulting@gmail.com
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Hey guy, I have this book out. Wondering if you could help me spread the word. It teaches you how to write KPI’s for an IDB perspective. I am in the market to switch career back to my original so I am open to assist especially non-profits address their data issues. Anyway guys if interested send me a DM. https://www.amazon.com/Key-Performance-Indicator-Development-Guide/dp/B0B5K9W5JC
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I think there may be value in highlighting the fact that if folks feel their employer is not valuing them, their work, or their coworkers in general then they’re not going to value that work either.
Having concerns, especially around equity, dismissed by co-workers (or even worse, org leadership) is just going to confirm the idea that they’re not valued.
Though I’d also probably point out here there is a question whether the concerns are dismissed over a perception that Zoomers don’t care about their work or if that’s just some self-justification from the folks who’d find another reason to dismiss complaints.
As a millenial right in the middle of it’s def (89 lol) my experience before the focus on DEI was an extremely condescending suggestion that my opinion is not correct because my age and I’d see as I got older (jokes on them I got more WOKE) and I imagine zoomers would get it as well.
I think this opens a connected issue that there’s a major disconnect in most work places where the notion of gen z “not being committed to work” is in reality gen z enforcing the boundaries they’re forced to set themselves set to maintain some shred of work life balance.
I’m right on the edge in between millennial and gen z, and I’m a workaholic and most of the people I went to school with are very conscientious and ambitious. When COVID hit, we experienced school, work, and every aspect of life bleed together. For example, I slept, ate, did zoom class, and worked a 30 hour a week internship in my field from a 200 square foot dorm room.
We saw first hand what our lives could quickly spiral into if we don’t set boundaries with ourselves and with others - we want to work to live, not live to work. We see our parents in their 60s and still working and we don’t want that for ourselves. We are also hyper aware that at the end of the day, companies will always put their bottom line and interests above helping us grow or anything like that, so there’s less desire to drink the kool aid and stay at a company for a long time if that’s not going to give us the balance we want in life.
Speaking for myself (and from the perspective that most of my peers are gen z as well), I know what I want out of a job and I what I want for my career and lifestyle, and if acting in those interests instead of being blindly loyal to a company is seen as “not committed to work”, I can’t help that. Informed by the time we grew up and when we came into ourselves as adults, we see that companies rarely have our interest in mind, and if they won’t look out for us, we have to look out for us.
To answer your question though, DEI and inclusion concerns should be considered completely separately from quality for work or commitment to work. If people can’t separate someone’s quality of work from a DEI concern, maybe we need to work on that before we label all of gen z as lazy.
I’ve never had that experience but peers of mine who are some of the hardest working ppl I know (aka worked multiple jobs while taking classes to put ourselves thru college) have experienced that. It’s wild how bc some ppl are miserable they think everyone should be. Setting boundaries isn’t difficult lol, they’re just mad they didn’t set them
I think many people have some assumptions that Gen Z aren't into work but those are based on stereotypes more than anything else. Just like other generations they want to contribute to a job with good products.
Part of the post-covid world is that many people reevaluated their priorities. We went to fully remote work during the pandemic, which allowed us to survive but quality and team morale suffered. As we have moved back to the office and being with clients, the youngest staff, those that started right before or during the pandemic, have been most resistant to returning and to working the hours. Even when they are at work, many don't really do work for the hours they are charging. There is no drive to spend time with their peers or to invest in relationships. Most of them want to make a boatload of money for not working very hard, and don't care to invest now so that they are set up for the future. They want immediate gratification and to do the bare minimum to get by and get on with their lives outside of work. There are exceptions, of course, but by my seeing new recruits with similar backgrounds every year for decades, you do have the opportunity to spot trends like this. You can call it lazy or having different priorities - I see it as a bit of both - but it most definitely is reality.