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As a Gen X'er, I recall the shift when Millennials joined the workforce. I was doubtful about the why I had to train to collaborate with them. After seeing a LinkedIn post advising to embrace Millennials for what they have to offer, I realized the value they bring. They have indeed brought valuable insights: - Comfort with technology - Lack of brand/company loyalty - Love for travel Now, it's time to shift focus to Gen Z employees. They are reshaping the workplace by emphasizing: - Desire for meaningful work - Expectation of constant change - Prioritization of mental health and work-life 'balance' over salary - Need for flexible work arrangements How are Gen Z employees influencing your company? I'd love to hear! #GenZ #Millennials #WorkplaceTrends #FutureOfWorkplace #AdaptingToChange #WorkforceDiversity #InclusiveWorkEnvironment #NextGenTalent #DynamicWorkforce

Id like to promote this book as an analysis of what has happened to us? working mindlessly to quantity instead of smartly to quality? and where is that getting us, really? this is brought to you by positivepsychology.com Can't Even: How Millennials Became the Burnout Generation by Anne Helen Petersen 8,400 ratings1,203 reviews An incendiary examination of burnout in millennials—the cultural shifts that got us here, the pressures that sustain it, and the need for drastic change Do you feel like your life is an endless to-do list? Do you find yourself mindlessly scrolling through Instagram because you’re too exhausted to pick up a book? Are you mired in debt, or feel like you work all the time, or feel pressure to take whatever gives you joy and turn it into a monetizable hustle? Welcome to burnout culture. While burnout may seem like the default setting for the modern era, in Can’t Even, BuzzFeed culture writer and former academic Anne Helen Petersen argues that burnout is a definitional condition for the millennial generation, born out of distrust in the institutions that have failed us, the unrealistic expectations of the modern workplace, and a sharp uptick in anxiety and hopelessness exacerbated by the constant pressure to “perform” our lives online. The genesis for the book is Petersen’s viral BuzzFeed article on the topic, which has amassed over eight million reads since its publication in January 2019. Can’t Even goes beyond the original article, as Petersen examines how millennials have arrived at this point of burnout (think: unchecked capitalism and changing labor laws) and examines the phenomenon through a variety of lenses—including how burnout affects the way we work, parent, and socialize—describing its resonance in alarming familiarity. Utilizing a combination of sociohistorical framework, original interviews, and detailed analysis, Can’t Even offers a galvanizing, intimate, and ultimately redemptive look at the lives of this much-maligned generation, and will be required reading for both millennials and the parents and employers trying to understand them.  

Let’s rewrite this headline to be more accurate: 78% of Gen Z and Millenials aren’t taking all their time off because of the pressure to meet deadlines and be productive. Millennials and Gen Zers are tired of being labeled as “slackers” for the past 20 years, and we’re taking the time off that we’ve rightfully earned. It’s sad that instead of scheduling PTO, we are having to: → Resort to schedule sending emails during work hours. → Moving the mouse periodically while off to make it look like we’re working. This is a systemic problem where millennials don’t feel safe being honest with bosses in the workplace. It’s almost as if being constantly chastised and being told we don’t work hard enough has taken a toll. Work cultures need to shift, but we can’t wait around for that to happen. What do you think about Quiet Vacationing?

🌟 What is your company doing to stand out to Gen Z and Millennials? 🌟 Recent insights highlight a shift in career priorities for younger generations: ✅ Work-Life Balance: A stronger desire for a harmonious work-life integration. ✅ Purpose-Driven Work: Seeking roles that offer meaningful, impactful contributions. ✅ Flexibility: Exploring entrepreneurial ventures and freelance opportunities. ✅ Financial and Mental Health: Financial stability and mental well-being are key factors in career decisions. How is your organization adapting to these evolving expectations? #WorkLifeBalance #GenZ #Millennials #CareerGrowth #EmployeeWellbeing

Most Millennials switch jobs every 2.8 years, but Donald is an exception. Over the last two years, he has only had two jobs. He has spent six years at each. But it’s not only about sticking around, it’s about finding the right balance between work and life. Donald believes that work should be rewarding, not just in terms of money and career growth- but also in a way that leaves room for a healthy life outside office. His early experiences taught him to value relationships and not let work take over every part of his life. Growing up, he saw how isolation affected his family members. This helped shape his view on the importance of maintaining strong personal, and healthy connections. His advice? Start with a plan that’s realistic and stick to it. Take risks and explore different paths early in your career, while you have the flexibility to do so. And most importantly, build strong relationships both at work and in your personal life. Stability is crucial, but so is your growth as a person. You can read more about his story here: https://bit.ly/3YHRJGa  

Interesting piece, although it does not consider a multicultural work environment, which adds communication challenges to the already generational ones. I have either witness or known about too many high skilled millennials living in #eindhoven which have been burnout at least once, there are two main characteristics that I could easily identify: 1) When behaving as a high achiever in a complex environment (the complexity can be, technical, too many stakeholders involved, different time zones, etc.) and have been working for more than 2 years under such conditions, where the manager is not a people's person and does not identify the signals of burnout and just keeps squeezing the employee for more performance, yeah, mainly in big companies (most of them working at ASML 🤷🏻♂️) 2) when following a very complex PhD research position and pushing themselves way beyond the limit for achieving cum laude or just because you are supposed to be extremely smart and you must show it, regardless, they get burnout and then realize too late that it was just a research job 🤦🏻♂️ It's becoming so normal, that I got to know indirectly the process that they must follow and the timings of each step. Again, Burnout is a very serious topic in which I lack expertise as to give advice, please refer to #phycologist to get accurate help. Now, sometimes millennials would like to recover their will/purpose or change their lives, which is also becoming quite normal, since for some, they now hold managerial positions instead of the initial technical ones that their degrees certified. Again, I'm not an expert, just old enough to witness psychological and physical issues that appear after years of overachieving trying to climb up the corporate ladder, where they might get a higher title with more money but no power, reminds me of Darryl from The Office - the higher that I get, the stupider the job gets - (cheating the ladder is quite easy, but, that is not the purpose of this post) Thanks Sally Clarke for sharing. Now, I highly recommend Soulbridge for those that might have physical conditions developed from work related stress (and other reasons) Millennials are getting bored of the current corporate working culture and some are drastically changing their lives while rediscovering themselves or starting their own company (like me 😅🙈). Until the ruling older generations do not concede power to the newer ones, innovation will keep coming from purchasing startups instead of internally, but, with so many of us attached to mortgages, children's education and even debts, not many get to be an #entrepreneur, so, their ideas and motivation get lost into the layers of a corporate environment.

✨"Millennials, who became the icon for “hustle culture” in their 20s, are now aging into a new phase marked by cynicism."✨ Welcome to the club, millennials. Gen Xers have been here a while. Jokes aside, this Fortune article is a fascinating exploration of the changing face of middle management. It quotes the brilliant Jennifer Moss on how COVID has permanently changed the workforce, its expectations and its priorities. And, I fully support Jen Fisher 🦋's hope that "through their experiences and struggles, [millennials] will look to address the systemic issues in the workplace and move the mindset from extractive, transactional thinking to a human sustainability approach." If you're curious to redress the systemic issues that lead to workplace burnout, reach out to John Chan, Ph.D. or myself – and of course, delve into the Infinite Potential State of Workplace Burnout 2024 right here https://lnkd.in/gUAvU7Yi I'm curious: irrespective of your generation, how have the past few years changed you as an employee, an entrepreneur, or otherwise at work? #burnout #burnoutprevention https://lnkd.in/grh7YGqS

"Many middle managers are experiencing increased burnout right now as they're caught between the whims of CEOs often trying to maintain the ways of tradition and employees who are looking to maintain their newly-earned autonomy. It's not a simple job given the 'increasingly fraught' relationship between employees and their companies, as workers feel the burn of layoffs, the paranoia of AI, and the sting of waning flexibility, says Deloitte's Jen Fisher 🦋 . Companies provided extra support during the early stages of the pandemic, and now the rollback has left employees more unhappy, she explains." #workplacewellness #workplacewellbeing #burnout #burnoutprevention

Nearly half of workers (49%) believe that Gen X employees—those born between 1965 and 1980—make the best managers, according to FlexJobs' 2024 Generations at Work Report. By comparison, less than a quarter feel the same about millennials or baby boomers. So what gives Gen X an edge as leaders? Gen X has a unique position between generations, bridging the gap between baby boomers and millennials. They've mastered adaptability, possess a strong work ethic, and often juggle the demands of being a "sandwich generation," caring for both children and aging parents. With a sharp sense of humor and the ability to see through any nonsense, they bring a no-nonsense, pragmatic approach to management. Plus, after decades in the workforce, many are simply over the daily grind. And as a member of Gen X myself, I can definitely relate! Let me know your thoughts.

Talkin’ ‘bout My Generation: Part I We’ve all heard that for the first time we have five generations in the workplace. For HR professionals and other leaders that presents challenges. What does that mean to the organization? What does that mean to each of the generations? How do you communicate and engage everyone? Let’s take a snapshot of each of the generations before we talk about the impact of a multigenerational workforce. ❤️ Traditionalists  ·        Born: 1925 – 1945 ·        Traits: Dependable, straightforward, tactful and loyal. 💙 Baby Boomers ·        Born: 1946 – 1964 ·   Traits: Optimistic, competitive, team-oriented and workaholic. Some sources include 1965 and 1966 in the Baby Boomer years, especially when looking at the subset of the Baby Boomers referred to as Generation Jones. More to come on that topic in Part II.      💚 Gen X ·        Born: 1965 -1980 ·        Traits: Flexible, informal, skeptical, independent 💛 Millennials ·        Born: 1981 – 2000 ·        Traits: Competitive, civic-minded and open-minded, achievement-oriented 💜 Gen Z ·        Born: 2001 – 2020 ·        Traits: Global, entrepreneurial, progressive, less focused The “born on” dates of the generations vary a few years, depending on the source. The traits and communication styles do not. HR and benefits experts can leverage these when deciding what benefits their employees need and how to communicate the value of those benefits, so employees engage and take advantage of them. For example, send a Gen Xer, a Millennial, or a Gen Zer a post card about an upcoming annual enrollment event, that would get tossed before it made into their apartment, condo or house. If you texted them, you might get their attention. Save the post cards for the Traditionalists. Most likely they updated the addresses in their employee profiles if any changed since last year. Benefits are personal. I’ll look at what’s important to each generation in the follow up article. What’s important at the beginning of one’s career is different from mid-career and different still when preparing for retirement. Let me know what generation you’re in, what benefits are important to you, and if you’d like to have a quick chat as I prepare for Part II. Feedback and comments welcome, as always. #HRtechconsulting #5generations #benefitsadministration