In this episode, Meghan shares her insight into the voting habits and experiences of Gen Z, the importance on leadership development rather than positional leadership, why Gen Z will ultimately choose to stay with an organization or not, and she reminds us that although Gen Z is the most digitally connected generation what they crave more than anything is in-person experiences.

Why this matters?

So many of the challenges we are facing regarding Gen Z are around this perceived attitude of entitlement, or selfishness. What Meghan helps us understand is that the expectations of Gen Z in our organizations are not so much about entitlement as they are about expanding on the lives they are already experiencing. Do they want to step into a leadership position knowing that the consequences could ruin their reputation is something goes wrong? Will they just leave for a better opportunity at the first chance, or do relationships truly matter? How can you begin to create a culture that demonstrates you understand and value Gen Z so they can have a large impact on your organization? Meghan starts this conversation for us today.

Let's stop assuming that everyone under 40 is 'a Millennial' and attach whatever definitions along with that.

Gen Z is different. Even if in only small ways, the separation is important to note, and more important to understand how it will affect your organization.

You have an opportunity to invite Gen Z to bring what they have to the table and help shape whatever you’re building. With their focus on being educated, making a significant difference, connecting the world, and utilizing technological advances, you cannot treat this potential-filled generation like any that have come before them, including the Millennials.

"I’m all for working with Gen Z, but what’s the point if Gen Z won’t stay here for long?"

*Gen Z won’t stay here for long - a challenge we are facing and have to deal with.*

Whether that is coming from a college recruiter, or an HR rep, or a small business owner, or a church or volunteer organization. The problem is the same.

The average length of time a Gen Zer is expected to stay in a job is 10-18 months right now.

So how do we get these young, talented people to stay with us?

Well, it might sound a little from left field, but I’m confident the answer is Coaching.

If you want the next generation to stay involved in your organization, and you want to create a culture in which all generations are thriving together, you need to create a culture of coaching.

Among organizations today, finding the best and brightest talent is of the utmost importance, you want the best to apply, you hope they will shine through in the interviews, you are waiting for them to step up within your organization and lead how you know they can. Unfortunately confidence is waning among Gen Z as the competition increases, the comparisons escalate, and the confidence in themselves teeters on the edge. They doubt their own ability, haven’t learned much resilience, and are now being thrown into the workforce. 

So, today we’re going to discuss confidence, ask some good questions around it, and give a couple of tactical steps to make to help address this issue.

Joel is 22 years old, he’s a great Gen Z employee, a LinkedIn Youth Editor, Marketing Advisor on a couple of Boards, a TEDx Speaker, and has a lost of great insight for us about Gen Z at work.

In this high-energy conversation he takes us into the experience of Gen Zers at work. Joel explains why authenticity matters for your brand and in the workplace, how much passion truly matters to Generation Z when looking for work, and what you can do to focus on including Gen Z around the table now.

Straight from the horse’s mouth, as they say. Joel has a unique perspective for us, that’s why we brought him on as our first guest. We know his insight will be unbelievably valuable for you, and a great conversation starter. The stuff Joel talks about is exactly what we focus on at Gen Z Matters and you will hear a LOT more about inclusion, passion, authenticity, as well as coaching and collaboration as we go on.

In this episode, Alex, Ivanna, and Patrick open up the biggest conversation points about Gen Z.

Among organizations today, we simply do not understand this next generation. Most people just think Millennials are everyone under 35, and have some kind of generic stereotype of young people today. This is significant, because this next generation is different and will shape our culture and our organizations, they matter and we should start to make an effort to understand their experiences and expectations.

So, today we’re going to discuss a number of general Gen Z facts and stats, ask some good questions around it, and give a couple of tactical steps to make to help you understand Gen Z more.

Gen Z Matters, and we're here to talk about why. On this episode you'll be introduced to your hosts of the podcast as they set the table for what's to come.